Senior HR Manager

Steris Corporation•Mentor, OH

39d•Hybrid

About The Position

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 The Senior Manager, HR serves as an HR Business Partner for assigned client groups within the Corporate functional areas (Quality, Compliance, Regulatory). This individual will work closely with the HR Director for Corporate functions, business leaders, HR peers, and employees to align with business objectives. This role will deliver on HR strategies that enable the business to attract, hire, retain high performing team members. Location: This role is based in STERIS' Corporate Offices in Mentor, OH. Working a minimum of 3 days a week from the STERIS office is expected with the ability to be in the office more as needed.What You'll Do As a Senior HR Manager 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. Ensure alignment of HR processes i.e. talent reviews, performance management, compensation, routine management, talent acquisition, employee engagement, and talent development. 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. Ensure effective talent management including assessment and development of talent. Support managers in identifying and delivering resources to meet employee/departmental training needs and encouragement of employees to continuously develop their skills in their field of work. Support the execution of enterprise leadership development programs. 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. 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. 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. Manage the annual performance and reward cycle. Oversee leadership participation and ensure performance-based rewards and equitable reviews are done in timely manner. 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. Remain up-to-date on relevant US and state employment laws and other human resources compliance issues. Partner with employment attorneys and other stakeholders to resolve any issues related but not limited to employment litigation claims, diversity/EEOC/OFCCP compliance, and promotion of related programs. Provide business leaders with coaching and guidance to manage through employee relations matters, to include conflict avoidance. Uphold confidentiality and conduct investigations in a manner to elicit trust in the process and role.

Requirements

Bachelor's degree in either Human Resources or a business-related field required
At least 10 years of Human Resources business partner or HR specialist experience in a large, public, multi-state and multi-national company
3+ years' minimum experience managing projects and programs, experience using proven project management and change management principles
At least 5 years of experience working directly with specialized business functions (i.e. IT, Finance, Legal, HR, Corporate Compliance) or transferable project work experience related to specialized areas of the organization and/or that had significant impact to the organization
Experience with process improvement approaches (Lean Manufacturing, Six Sigma, Practical Process Improvement, etc.)
Experience working across a complex organizational matrix and with various levels in the organization
Strong analytical skills with advanced knowledge of Microsoft Word, Excel, PowerPoint, and Outlook
Demonstrated success translating business strategies into HR objectives and actions
Comprehensive and deep HR experience, including a complete understanding of and hands-on exposure to the full mix of HR functions (preferably in a national and global environment)
A track record of positive results and an ability to show how implemented programs and policies have contributed to the success of an organization while enhancing or driving cultural change
Ability to develop reputation as someone sought out for their opinion and advice and who can forge and maintain close relationships across all constituencies
Self-motivated; bias for action
Critical thinking skills, ability to dissect complex problems and make informed decisions by evaluating several different sources of information objectively
Strong ability to analyze, be creative, problem solve and empathize
Effective negotiating and influencing skills
Ability and experience in maintaining strict confidentiality
Must possess excellent verbal and written communication skills
Excellent multi-tasking, time management, and priority setting capabilities

Nice To Haves

MBA or Masters in Labor Relations or Law is preferred
Project Management (PM) certification and/or demonstrated competency in application or exposure to PM processes and best practices

Responsibilities

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.
Ensure alignment of HR processes i.e. talent reviews, performance management, compensation, routine management, talent acquisition, employee engagement, and talent development.
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.
Ensure effective talent management including assessment and development of talent.
Support managers in identifying and delivering resources to meet employee/departmental training needs and encouragement of employees to continuously develop their skills in their field of work.
Support the execution of enterprise leadership development programs.
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.
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.
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.
Manage the annual performance and reward cycle.
Oversee leadership participation and ensure performance-based rewards and equitable reviews are done in timely manner.
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.
Remain up-to-date on relevant US and state employment laws and other human resources compliance issues.
Partner with employment attorneys and other stakeholders to resolve any issues related but not limited to employment litigation claims, diversity/EEOC/OFCCP compliance, and promotion of related programs.
Provide business leaders with coaching and guidance to manage through employee relations matters, to include conflict avoidance.
Uphold confidentiality and conduct investigations in a manner to elicit trust in the process and role.