Sr. HR Business Partner - Science and Innovation

About Coopersurgical:

CooperSurgical is a leading fertility and women’s healthcare company dedicated to putting time on the side of women, babies, and families at the healthcare moments that matter most in life. As a division of CooperCompanies, we're driven by a unified purpose to enable patients to experience life's beautiful moments. Guided by our shared values – dedicated, innovative, friendly, partners, and do the right thing – our offerings support patients throughout their lifetimes, from contraception to fertility and birth solutions, to women’s and family care, and beyond. We currently offer over 600 clinically relevant medical devices to healthcare providers, including testing and treatment options, as well as an innovative suite of assisted reproductive technology and genomic testing solutions. Learn more at www.coopersurgical.com.

Job Summary:

As Sr. HRBP – Science and Innovation, you will work directly with the CooperSurgical R&D, Regulatory, Equipment Services and Medical Affairs unit leaders, managers, and employees, in support of the Sr. HR Director, Global Commercial and Science & Innovation organization.  You will take ownership of your own business areas and have responsibility for managing all aspects of HR for your defined clint groups.  This role will act as a trusted advisor to the agreed business units providing advice, guidance, and positive challenge to create the right culture for CooperSurgical’s continued growth.

Essential Functions and Accountabilities

• Provide advice and support to leaders, managers, and employees on the full range of employment related matters, consulting or working in conjunction with other HR colleagues and external consultants/advisors as necessary.
• Deliver a robust and compliant HR service across areas of business responsibility ensuring that Talent Acquisition, onboarding, and exits are managed appropriately by the HR Operations team.
• Have a deep understanding of the business and contribute to the business unit strategy.
• A key member of the business team attending all relevant meetings and business reviews.
• Ensuring the local HR strategy is directly aligned to the overall business strategy and the HR Long Range Strategic Plan (LRSP).
• In collaboration with local leadership teams, recommend appropriate Rewards/Incentive Programs.

Hr Operations

• Work with HR policies and initiatives based upon best practice to ensure local effectiveness and legal compliance. 
• Act as the lead for the implementation and continued improvement of all Global HR initiatives.
• Own and manage HR Core data in HCM in partnership with CSI HR Shares Services & Support and Payroll.
• Manage and execute all contracts and employment documentation.
• Provide reporting on turnover, recruitment, and People metrics for Quarterly Global reviews.

Talent Management

• Facilitate and coordinate talent review process and support the execution of development plans identified leveraging the local and global framework to develop talent.
• Design and implement innovative approaches to attract, develop, and retain talent.
• Identify training needs and manage training plans.

Change Management

• Be a change Champion utilizing and driving change management tools.
• Coach leadership and management on how to lead and direct change.

Performance Enablement Process – PEP (Goal Setting, Check In’s & End of Year Review)

• Act as the custodian for the performance management process and MyCooper (HCM) system.
• Analyze and monitor functional area KPI’s for alignment to strategy.
• Upskill and support managers to be effective coaches.
• Upskill employees in effective goal setting and development planning.
• Conduct thorough investigations into employee complaints, grievances, and conflicts. Collaborate with relevant stakeholders to resolve issues in a fair and timely manner, ensuring compliance with company policies and applicable laws.

Organizational Climate

• Facilitate processes to conduct annual engagement survey.
• Analyze survey results and enable action plan creation and delivery across the business.

Organizational structure design and job profile development

• Stay abreast of any changes in strategy, legislation, market, and business model that could impact on organizational structures.
• Facilitate processes to drive structural changes where required.
• Analyze structures and make recommendations for enhancement from an effectiveness, efficiency, and alignment point of view.
• Identify critical positions within structures.
• Drive standardization and consistency of structures and jobs.
• Ensure competency requirements are aligned to competency framework.

Recruitment

• Works closely with the Talent Acquisition team to enable effective resourcing strategies and tools to attract high quality candidates.
• Participate in the selection process.
• Leverage internal talent plans to encourage internal promotions where possible.

Compensation & Benefits

• Ensure robust internal and external benchmarking processes is followed in all compensation and benefit related activities.
• Build local knowledge in the reward/benefit processes.

Employee Development

• In conjunction with appropriate suppliers (internal or external) plus internal L&D colleagues, ensure that appropriate employees are trained, coached, and developed in line with the needs of the business.
• Act as a confidential coach to members of the leadership teams.
• Create and facilitate training to bridge development gaps.

Employee Relations

• Demonstrated success in managing complex employee relations issues. 
• Conduct internal investigations in conjunction with corporate legal team.

Knowledge skills and abilities

• Attention to detail.
• Strong Talent Management, Total Rewards, Organizational Development and Change Management skills.
• Ability to deal with uncertainty and ambiguity.
• Demonstrated success within a multinational organization.
• Strong leadership and people management skills.
• Cross cultural awareness. 
• Experience in strategic planning and execution.
• Deep understanding of Labor Law and employment regulations
• Ability to interpret and advise employment law codes from different countries.
• Ability to assess and analyze learning and development requirements.
• Experience in design, development and implementation of salary administration plans and employee benefit programs.
• Experience in analyzing and re-engineering processes and operations, in formulating policy and developing and implementing new strategies and operational plans.
• High level of interpersonal and communication skills, Influence, Persuasion, Listening, Empathy.
• Adaptability, flexibility.
• Ability to assess, mentor and build strong internal staff.
• Business acumen, high integrity, a champion for customer service and multi-tasking ability.
• Must have the ability to make recommendations to effectively resolve problems or issues by using sound judgment consistent with policies and practices.

Experience

• 6+ years HRBP experience, 10+ years total HR experience.
• Proven experience in delivering a robust HR service to a medical device, preferred
• Experience supporting Commercial teams, preferred.

Education:

Bachelor’s degree in human resources or related field; or an equivalent of education and experience.

Work Location

• Onsite 5 days a week in Trumbull, CT
• 10% travel or as needed.

As an employee of CooperSurgical, you'll receive an outstanding total compensation plan. As we believe your compensation goes beyond your paycheck, we offer a great compensation package, medical coverage, 401(k), parental leave, fertility benefits, paid time off for vacation, personal, sick and holidays, and multiple other perks and benefits. Please visit us at www.coopersurgical.com to learn more about CooperSurgical and the benefits of becoming a member of our team.

To all agencies: Please, no phone calls or emails to any employee of CooperSurgical about this opening. All resumes submitted by search firms/employment agencies to any employee at CooperSurgical via-email, the internet or in any form and/or method will be deemed the sole property of CooperSurgical, unless such search firms/employment agencies were engaged by CooperSurgical for this position and a valid agreement with CooperSurgical is in place. In the event a candidate who was submitted outside of the CooperSurgical agency engagement process is hired, no fee or payment of any kind will be paid.

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.