About the Role

The HR Leader - HRBP Corporate Development & Talent Partner Leader is a senior, integrated HR leadership role with two distinct and complementary accountabilities: serving as the strategic HR Business Partner for Corporate Development, including HR M&A capability, and leading Gore Medical’s talent partner strategy and operating model. 

In the Corporate Development accountability, this leader partners with Corporate Development and Gore Medical leadership to embed talent, culture, organizational design, workforce risk, and change considerations into acquisitions, integrations, divestitures, strategic partnerships, and broader growth decisions. The role builds standard work and disciplined HR M&A capability that protects deal value and accelerates integration outcomes. 

In the Talent Partner Leadership accountability, this leader translates Gore Medical and value stream strategies into measurable talent outcomes. The role leads and elevates a team of Talent Business Partners while also operating as a hands-on Talent Business Partner for a designated value stream, strengthening leadership pipelines, critical capabilities, succession, and career development across a global organization. 

Together, these accountabilities create one position focused on Operating Company (Gore Medical) growth and organizational readiness. The leader connects Corporate Development, value streams, HR Business Partners, Centers of Excellence, and Enterprise and Operating Company talent resources so that workforce decisions are integrated, scalable, and grounded in business priorities. 

This role is a strategic member of both the Gore Medical HR Leadership Team responsible for translating Operating Company’s (Gore Medical) strategy into measurable talent outcomes that directly enable business performance, and the Corporate Development Leadership Team. 

This position will be located at our facility in Flagstaff or Phoenix, Arizona, with the possibility of a hybrid work arrangement.

Responsibilities - Corporate Development HRBP and HR M&A Leadership

• Translate Corporate Development strategy into people and organizational priorities, advising senior leaders on structure, capability investments, succession, culture, and organizational effectiveness.
• Shape and execute the people strategy for acquisitions, integrations, divestitures, and strategic partnerships to enable value creation and accelerate stabilization.
• Coordinate and, when appropriate, directly lead HR due diligence across talent, culture, organization design, workforce cost, compliance, and operational risk considerations relevant to deal decisions and integration planning.
• Design and lead end-to-end people integration strategies, including Day 1 readiness and subsequent integration phases, in partnership with business leaders, HR Business Partners, HR Services, and Centers of Excellence.
• Build and continuously improve Gore Medical’s HR M&A capability through standard and repeatable playbooks, governance, decision rights, metrics, tools, and lessons learned.
• Integrate Corporate Development priorities with Gore Medical and Enterprise people strategies, adapting enterprise frameworks to the operating realities of transactions and value streams.
• Lead organizational and change interventions required by new business models, leadership structures, operating models, talent movement, and integration milestones.
• Coach and influence leaders on team effectiveness, change leadership, organization design, and leadership capability, including in situations that require influence without formal authority.

Responsibilities - Gore Medical Talent Partner Leadership

• Translate Gore Medical strategy and value stream priorities into an integrated talent strategy aligned with growth, operational excellence, innovation, and long-term organizational capability.
• Lead, develop, and elevate a small team of Talent Business Partners, establishing a consistent, scalable partner model focused on measurable business and workforce outcomes.
• Operate as a hands-on Talent Business Partner for a designated value stream, partnering directly with value stream leaders and HR Business Partners to address talent and capability priorities.
• Identify critical capability and skill gaps, then develop pragmatic build, buy, borrow, and development strategies that address current and future business needs.
• Lead robust, practical talent review and succession processes for key leadership and critical roles, including future talent demand, pipeline strength, and targeted development actions.
• Design and strengthen career development frameworks and leadership development solutions for emerging, mid-level, and senior leaders.
• Establish approaches for identifying high-potential talent and guiding differentiated development, movement, and exposure opportunities.
• Partner with Enterprise and Gore Medical stakeholders to deploy or manage learning and talent programs, including internally developed and vendor-supported solutions.
• Define metrics and key performance indicators for talent initiatives, evaluate effectiveness and business impact, and adjust priorities based on evidence.
• Represent Gore Medical talent needs in Enterprise-led process and technology initiatives, including SuccessFactors and related talent process enhancements.

Additional Responsibilities - Shared Leadership and Enterprise Integration

• Serve as a member of both the Gore Medical HR Leadership Team and Corporate Development Leadership Team, and a trusted thought partner to business and HR leaders.
• Connect Corporate Development, value streams, HR Business Partners, Centers of Excellence, HR Services, and Enterprise teams to ensure coordinated ownership and execution.
• Anticipate talent, capability, culture, and workforce risks; frame choices and recommendations for leadership decision-making.
• Balance strategic leadership with hands-on design and execution in ambiguous, fast-moving, and high-impact situations.
• Model Gore’s culture and brand promise, Together, improving life, while strengthening inclusive leadership and organizational practices.

Required Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related discipline. 
• Minimum of 8 years of progressive HR, talent management, organizational effectiveness, or related experience in complex business environments. 
• At least 5 years of experience leading or materially supporting M&A people activity, including due diligence and/or integration. 
• At least 3 years of experience leading and developing a team. 
• Demonstrated experience aligning people and talent strategies to business strategy and translating priorities into executable plans. 
• Experience with organizational design, succession, integrated talent management, leadership development, and organizational change. 
• Proven ability to advise and influence senior leaders across multiple levels and functions without relying on formal authority. 
• Demonstrated ability to think strategically while personally building, implementing, and improving solutions. 
• Ability to operate effectively through ambiguity, competing priorities, and situations without established solutions. 
• Excellent communication, facilitation, stakeholder management, and decision-framing skills. 
• Ability to travel approximately ~20%, based on business and transaction needs. 

Desired Qualifications