We anticipate the application window for this opening will close on - 18 Sep 2026

Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact.

A Day in the Life

Cranial & Spinal Technologies (CST), part of Medtronic’s Neuroscience portfolio, partners with healthcare providers worldwide to advance the treatment of spine and cranial conditions through a comprehensive ecosystem of implants, enabling technologies, navigation, robotics, imaging, and surgical planning solutions. The Human Resources function within CST supports business performance by aligning talent, organizational capabilities, and workforce strategies with the operating unit’s growth objectives and evolving business needs.

This role is based onsite in Lafayette, Colorado and may partner with leaders across Quality, Clinical, Regulatory, Medical Affairs, Health Economics, Legal, and U.S. Commercial functions. The position works closely with Human Resources Centers of Excellence (COEs) and business leaders to drive talent, organization, and culture initiatives that support business priorities.

As a Senior HR Program Manager, you will serve as a strategic Human Resources partner supporting multiple business functions within Cranial & Spinal Technologies. This role helps drive organizational effectiveness, talent strategies, workforce planning, employee engagement, and change initiatives while leveraging data and insights to support business decision-making. The position collaborates closely with business leaders, Human Resources COEs, and key stakeholders to strengthen organizational capabilities and support business performance.

Primary Responsibilities

• Partner with business leaders and Human Resources Centers of Excellence (COEs) to deliver talent, workforce, and organizational strategies aligned to business objectives.

• Support workforce planning, performance management, compensation planning, and talent review processes across assigned client groups.

• Collaborate with leaders on organizational design, succession planning, employee development, and engagement initiatives to strengthen organizational effectiveness.

• Support change management activities associated with organizational transformations, business initiatives, and workforce changes.

• Partner with Talent Acquisition to identify staffing priorities, support hiring strategies, and build organizational capability and bench strength.

• Collaborate with Employee Relations to proactively address employee concerns, support issue resolution, and promote a positive employee experience.

• Champion inclusion initiatives and partner with leadership to foster an inclusive work environment across supported functions.

• Analyze Human Resources metrics and workforce data to identify trends, provide actionable insights, and communicate progress to stakeholders.

Required Qualifications

• Bachelor’s degree and 7+ years of progressive Human Resources experience, OR an advanced degree and 5+ years of progressive Human Resources experience.

• Experience supporting business leaders on talent management, workforce planning, organizational effectiveness, or employee engagement initiatives.

• Experience partnering across multiple functions and stakeholders to implement Human Resources programs and processes.

• Experience using Human Resources Information Systems (HRIS) and Microsoft Office applications.

• Experience analyzing workforce data and using insights to support business and talent decisions.

Preferred Qualifications

• Experience partnering with leadership teams within a global, matrixed organization.

• Experience in the medical device, healthcare, technology, or consumer products industry.

• Experience supporting Commercial Sales organizations.

• Experience leading or supporting organizational change and leadership development initiatives.

• Proficiency with Workday and Human Resources analytics tools.

Check us out on LinkedIn: Medtronic CST

For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. § 214.2(h)(4)(iii)(A) is required.

Physical Job Requirements

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.

The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.

U.S. Work Authorization & Sponsorship

At Medtronic, we are committed to fostering an environment where employees can thrive and make a meaningful impact. In alignment with our enterprise-wide workforce planning approach, U.S. work authorization sponsorship (H-1B, TN, J, etc.) is offered exclusively for Principal-level roles and above, where specialized expertise aligns with long-term business needs. Roles below the Principal level require candidates to possess unrestricted U.S. work authorization at the time of hire and for the duration of employment.

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Recruitment Fraud Alert

We are aware of phishing scams targeting job seekers. Please keep the following in mind:

Apply only through official Medtronic channels. All legitimate Medtronic recruiting communications come from approved Medtronic platforms and official @medtronic.com email addresses.

Medtronic will never ask for payment or sensitive personal information (such as bank account or Social Security details) during early stages of the hiring process. Any such requests are not legitimate.

If you receive a suspicious message claiming to be from Medtronic, do not respond, click links, or open attachments.

If you have any questions, concerns regarding the authenticity of a communication alleged to have been made by or on behalf of Medtronic, please contact us immediately at AskHR@medtronic.com.

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Benefits & Compensation

Medtronic offers a competitive Salary and flexible Benefits Package

A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create.  We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage.

Salary ranges for U.S (excl. PR) locations (USD):$141,600.00 - $212,400.00

This position is eligible for a short-term incentive called the Medtronic Incentive Plan (MIP).

The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others).

The following benefits and additional compensation are available to those regular employees who work 20+ hours per week: Health, Dental and vision insurance, Health Savings Account, Healthcare Flexible Spending Account, Life insurance, Long-term disability leave, Dependent daycare spending account, Tuition assistance/reimbursement, and Simple Steps (global well-being program).

The following benefits and additional compensation are available to all regular employees: Incentive plans, 401(k) plan plus employer contribution and match, Short-term disability, Paid time off, Paid holidays, Employee Stock Purchase Plan, Employee Assistance Program, Non-qualified Retirement Plan Supplement (subject to IRS earning minimums), and Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums).

Regular employees are those who are not temporary, such as interns.  Temporary employees are eligible for paid sick time, as required under applicable state law, and the Employee Stock Purchase Plan. Please note some of the above benefits may not apply to workers in Puerto Rico.

Further details are available at the link below:

Medtronic benefits and compensation plans

It is the policy of Medtronic to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Medtronic will provide reasonable accommodations for qualified individuals with disabilities.

If you are applying to perform work for Medtronic, Inc. (“Medtronic”) in any position which will involve performing at least two (2) hours of work on average each week within the unincorporated areas of Los Angeles County, you can find here a list of all material job duties of the specific job position which Medtronic reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of a conditional offer of employment. Medtronic will consider for employment qualified job applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.