Senior HR Manager – EMEA Talent, Performance and Rewards

Why Merit? At Merit Medical, our mission is to create innovative medical devices that improve lives.

Our goal is to hire and develop people who want to build something special through hard work, team effort, and commitment. Together, we are making a difference in the lives of patients around the world.

SUMMARY OF DUTIES The HR Manager will play a key strategic and operational role in shaping and delivering a high impact people agenda that supports business growth, organisational capability and employee and candidate experience across the organisation. Reporting to the VP HR EMEA this role will lead core HR services including Talent Attraction, Development, Engagement, Retention and Reward for EMEA, covering Merit’s Operations and Commercial business clients.

This is a highly collaborative, proactive and solution focused role, suited to an experienced HR leader who can translate business priorities into scalable, sustainable people solutions and lead a HR team in a fast paced medical device environment Key Responsibilities Talent Attraction & Workforce Planning: Oversee recruitment and onboarding processes, ensuring a high‑quality candidate and new‑hire experience. Support EMEA recruitment operational excellence and employer branding initiatives.

Use market intelligence and data insights to inform attraction strategies, particularly for critical and hard‑to‑fill roles. Total Rewards: Lead the delivery and continuous improvement of compensation and benefits programmes across EMEA, ensuring competitiveness, equity and compliance.

Manage annual salary review and bonus processes, including benchmarking, modelling and cost analysis. Oversee benefits vendor relationships in Ireland (e.g. pension, healthcare, canteen).

Participate in reward‑related projects and reporting, including Gender Pay Gap, Job Architecture and Pay Transparency requirements. Performance Talent Management & Development: Own and evolve the Talent Development strategy, ensuring future skills and organisational capability are proactively identified and built.

Link with Corporate to update the succession planning structure, talent reviews (e.g. 9‑box, critical roles, critical skills) and development planning. Design and deliver high‑quality learning solutions, including leadership, functional and career development pathways.

Collaborate with external training partners and leverage available funding to maximise development impact. Promote a strong culture of continuous learning, upskilling and internal mobility.

Partner with leaders to strengthen performance and talent management of future capability and skills. Engagement & Employee Experience & Wellbeing Partner with HR Business partners and leaders to design and deliver end‑to‑end engagement strategies that strengthen culture, communication, wellbeing and connection.

Support internal communications, engagement campaigns and employer brand initiatives. Analyse engagement data and feedback to drive targeted, evidence‑based action plans.

Drive recognition and wellbeing strategies, including enhancement of recognition programmes and delivery of a comprehensive wellness framework (e.g. KeepWell Mark).

Qualifications & Experience Bachelor’s degree in human resources or related discipline; master’s degree desirable. Minimum of 8/10 years’ progressive HR experience, including at least 3 years in a people management or leadership role.

Strong background in HR with a proven track record in delivering HR operational services. Experience operating in a fast‑paced, regulated or manufacturing environment preferred.

Demonstrated experience supporting organisational change and transformation initiatives. Skills & Capabilities Strong stakeholder management skills, with the ability to influence at senior leadership level.

Data‑driven mindset with comfort analysing trends and translating insights into action. Excellent communication skills (written, verbal and digital).

High level of organisational and project management capability. Strong systems capability, including Workday, Excel and HR analytics tools.

Familiarity with psychometric and assessment tools (e.g. Belbin, DISC, Gallup, TTI Insights) is an advantage.

Leadership style: collaborative, data driven, decisive and comfortable with both strategic and hands on. Ability to prioritise effectively and balance strategic initiatives with operational delivery.

Key Benefits Attractive Salary package Defined Contribution Pension Plan Health Insurance Cover Life assurance Health & Wellbeing Events Calendar Excellent career progression opportunities Recognition scheme Free Parking Educational assistance Internal training courses Quality Subsidised Canteens & Barista Service Active Sports and Social Club We are Global Merit Medical Galway commenced with 22 employees in 1993. Since then Merit has enjoyed year on year revenue growth and developed its workforce to over 900 employees.

Headquartered in Salt Lake City, Utah, Merit maintains a diverse, multi-campus manufacturing footprint in Europe, North America, South America, Asia and Australia with a global distribution. Medtech Company of the Year Winner Merit Medical Galway are proud winners of the Medtech Company of the Year Award, a prestigious award recognizing those who are exceling in the MedTech industry.

People Development At Merit Medical Galway almost 60% of all roles are filled by internal employees! We focus on encouraging, believing in and providing a platform for you to progress your career!

Culture A supportive and collaborative environment make Merit Medical a friendly, enjoyable place to work. We are proud of our energetic and dynamic culture.

Diversity & Inclusion is evident here with an 50/50 ratio of male and female employees as well as 30 nationalities onsite! We value every employee as an individual.

To see more on our culture, go to www.merit.com/careers .