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 posit