Senior Manager, Human Resources

At STERIS, we help our Customers create a healthier and safer world by providing innovative healthcare and life science product and service solutions around the globe.

Position Summary

 

STERIS is growing and is adding to our Corporate HR team.  This newly created position serves as an HR Business Partner for assigned client groups within the Corporate functional areas of STERIS (Finance, IT, Regulatory, Corporate Counsel).  In this role, you will partner with business leaders to develop and implement HR programs and processes focused on talent acquisition, rewards and recognition, equitable and competitive compensation, performance and development, succession planning, career pathing, change management, and building an inclusive culture that drives retention, strong performance, and engagement.   You will collaborate with HR peers locally and internationally, business leaders and Associates, and HR Centers of Excellence to align on and achieve business objectives.  
 
As a member of the Corporate HR team you will also participate in projects and support programs that span across the enterprise and global HR function.   These projects may include process improvement (Kaizen), policy development, benchmarking relevant topics, leading HR function workstreams in support of acquisitions or divestitures and other strategic initiatives.   You will have the opportunity to collaborate with the HR Leadership Team, CHRO, and other leaders across the Corporate campus.  
 
This role is based in STERIS’ Corporate Offices in Mentor, Ohio.  STERIS offers Flexible Work which allows for flexible work hours and location that align with job requirements.  In this position, working full time in the Corporate offices is an option as well as working remotely 1-2 days per week, after initial onboarding.  In order to support the business, working a minimum of 3 days a week from the offices in Mentor is expected with the ability to be in the office more, or flexing remote work days, as in person meetings are needed.  This role does not require regular travel, but may involve traveling to domestic or international business meetings or conferences as needed.  
 

Duties

HR Business Partner:

1. Partner with functional leaders in areas such as organizational effectiveness, succession planning, organizational structure, workforce planning, and change management to strengthen overall organizational capability, employee retention and engagement.
2. Ensure alignment of HR programs and processes to best meet business objectives related to talent retention and creating a culture of performance, inclusivity and engagement (i.e. talent reviews, performance management, compensation, routine management, talent acquisition, employee engagement, and talent development)
3. Drive employee engagement and satisfaction through promotion of a positive company culture and supporting practices. Interpret employee engagement data for assigned client groups.  Consult with leaders in client groups to develop related action plans.
4. Ensure effective talent management including assessment and development of talent.  Support managers in identifying resources to meet employee/departmental training needs and encouragement of employees to continuously develop their skills in their field of work.
5. Oversee talent acquisition strategy by managing various recruiting activities in partnership with the talent acquisition team, including early career talent, Diversity hiring, internal mobility of staff, and overall selection process effectiveness.  
6. Counsel and/or coach employees and managers regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline and/or terminations in line with local culture and the business and legal environment.
7. Responsible for ensuring the accuracy of client group HR data by overseeing routine data audits and communicating importance of data quality control as the HR team processes changes.  Provides management with key HR metrics (turnover, time to offer, etc) and developing actions to drive improvements.  
8. Manage the annual performance and reward cycle.  Oversee leadership participation and ensure performance-based rewards and equitable reviews are done in timely manner.
9. Provide leadership and change management tools to stakeholders as they implement change.  Use effective project management, communication methods, and training tactics to drive change.  Help ensure leaders are set up to successfully manage change by developing resources they can leverage to deploy in the business
10. Remain up-to-date on relevant US and state employment laws and other human resources compliance issues.  
11. Partner with employment attorneys and other stakeholders to resolve any issues related but not limited to emp