Work Flexibility: Onsite

Intern, Human Resources 

Who we want:
•    People-centered communicators. Individuals who excel at crafting clear, engaging messages and who are passionate about enhancing the employee experience through effective communication strategies.
•    Creative storytellers. People who can translate HR initiatives, culture-building efforts, and business updates into compelling narratives that resonate across diverse audiences.
•    Organized multitaskers. Individuals who can manage multiple projects, coordinate events, and support HR processes with strong attention to detail and time management.
•    Collaborative partners. People who thrive in cross-functional settings and enjoy working closely with HR, Operations, Talent Acquisition, Early Talent, and leadership teams.
•    Proactive learners. Individuals eager to strengthen their understanding of HR best practices, employee engagement, internal communications, and organizational culture.
•    Resourceful self-starters. People who take initiative, propose ideas, and drive projects to completion with minimal supervision.

What you will do:
At Stryker, we believe that people are our greatest strength. As a Human Resources Intern with a focus in Communications, you will help shape meaningful employee experiences and strengthen internal culture by supporting a wide range of HR and communication initiatives.
You will:
•    Support internal communications by drafting newsletters, announcements, talking points, slide decks, and campaigns aligned with Stryker’s culture and brand standards.
•    Assist in planning and executing HR events, including onboarding sessions, recognition activities, workshops, engagement initiatives, and leadership programs.
•    Contribute to Talent Acquisition and Early Talent initiatives by building recruitment content, supporting intern/co-op engagement, and enhancing employer branding.
•    Manage content for internal platforms, such as TVs, SharePoint pages, email distributions, and communications calendars.
•    Assist with HR analytics, tracking engagement, training, recognition, and other people-related metrics.
•    Support employee relations and HR operations, including documentation, process improvements, and employee experience projects.
•    Collaborate across departments, including Operations, Engineering, EHS, and Finance, to support cross-functional communications and culture-building efforts.
•    Bring creativity and innovation to campaigns, visual content, and storytelling that enhance connection, clarity, and engagement.

What you need:
•    Third year B.A. or B.S. in Communications, Public Relations, Human Resources, Industrial Psychology, Business Administration, or related field completed.
•    Strong verbal and written communication skills in both English and Spanish.
•    Ability to create content for diverse audiences using clear, professional, and engaging language.
•    Strong organizational, analytical, and time-management skills.
•    Experience with basic PC applications (Excel, Word, PowerPoint).
•    Creativity and interest in branding, digital content, and multimedia communication.
•    Passion for helping others, driving engagement, and contributing to a high-performance culture.
•    A collaborative, positive attitude and willingness to learn.
 

Insert detailed job description here.

Travel Percentage: None

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.