CooperSurgical

Provides reproductive health products and services

HR Business Partner

HR Generalist & Employee RelationsConfirmed live in the last 24 hours

Full-timeTokyo, JapanNo salary listedIn-person

About the Job

Requirements

A degree and/or qualification in Human Resources, with 7 or more years of progressively responsible human resources experience as an independent professional.
Understanding of human resources practices, principles, and procedures, including learning and development, hiring, performance management, and compensation and benefits.
Knowledge of global human resources principles and practices, culture development, employee development and training, diversity, and applicable laws, rules, and regulations.
Ability to communicate orally and in writing in both Japanese and English about complex human resources matters with individuals and groups.
Strong information technology skills, preferably in a Windows-based operating environment, including Word, Excel, and PowerPoint, and knowledge of human resources information systems.
Ability to keep information confidential.

Responsibilities

Serve as the responsible partner for all commercial departments, proactively participating in discussions with department heads and peer managers to propose and resolve employee performance, development, compensation and reward, and disciplinary issues.
Manage day-to-day human resources operations for the assigned area, ensuring it has the resources and capability to provide the required level of service to employees and managers and contribute to business development.
Provide regular progress reporting and maintain liaison among relevant parties to ensure departmental objectives are delivered effectively and efficiently.
Prepare and update human capital management data and employee-related records, and provide managers with recommendations for team management.
Suggest solutions and collaborate with other Asia-Pacific human resources team members to implement regional and global human resources initiatives.
Manage hiring processes, including requesting position approvals, attracting and sourcing candidates, managing recruiting partners, interviewing and calibrating feedback for manager-level and below positions, negotiating compensation packages, preparing offers, and planning onboarding.
Propose and execute recruiting strategies, including identifying unconventional sourcing methods and building employer branding.
Propose and execute organizational and employee development programs aligned with succession plans and personal development plans; prepare communication tools and materials, run post-training assessments, and improve program quality based on results.
Drive high-performing behaviors through an integrated approach aligned across Asia-Pacific human resources.
Manage and coordinate the performance management cycle, providing guidance, forms, and tools to help employees understand and use the process appropriately.
Work with the Human Resources Director and department heads on the annual salary review.
Benchmark competitor remuneration and benefits regularly to maintain market competitiveness.
Ensure business practices comply with local government policies and regulations, company ethics, and internal audit, external audit, and Sarbanes-Oxley internal control requirements in human resources processes and payroll.
Participate in contract review and change processes and support labor contract administration in accordance with labor laws and regulations, with guidance from an external labor consultant.
Support the Human Resources Director on employer branding, employee engagement, corporate social responsibility, diversity and inclusion, global leveling system implementation, and wellness programs.
Proactively participate in process improvement for efficiency.
Perform other duties as assigned and directed by the Human Resources Director.

Desired Qualifications

Ability to establish effective working relationships with employees and external parties or resources.
Ability to work flexibly under pressure while managing multiple initiatives and groups of people efficiently.
Good interpersonal skills for collaboratively resolving personnel issues with managers and directors.
Serve as a role model for company values and leadership competencies.

BusinessPartnering/EmployeeRelations

AsaresponsiblepartnerforallcommercialDepts,proactivelyparticipateindiscussionwithDept Heads and peer Managers to propose and resolve issues concerning employees’ performance, development, compensation/reward, disciplinary matters.
Managestheday-to-dayoperationsofassignedareaofHumanResources,includingensuringthatithas the resources and capability necessary to deliver the required level of service to Employees and Managers to contribute to the business development.
Providesregularreportingonprogressandmaintainsliaisonbetweenrelevantpartiesto ensure that departmental objectives are effectively and efficiently delivered.
Prepareandupdatethedata inHCMandinformationonalltheemployeerelated mattersforHR records and provide them with recommendations to managers for their team management.
Suggestssolutionstodeliverthesuccessfulresultandcooperateas a memberof APACHRwithother HR team members to implement Regional / Global Human Resources Initiatives.

TalentAcquisition

Responsibleforhiringprocessmanagement,i.e.,requestingopenpositionsforapproval, attracting/sourcing of candidates, managing recruiting partners, interviewing/feedback calibration for the positions managers and below, negotiation of package, furnishing job offer, planning effective onboarding to ensure qualified talents for CooperVision.
Proposeandexecuteeffectiverecruitingstrategiesincludingidentifyingunconventionalsourcingmethods along with building Employer Branding.

TalentDevelopment

Propose and execute organizational and employee development programs based on the action plans aligned in Succession Plan (EDR)/PDP to increase organizational capability.Prepare the communicationtool/materialswithminimumdirection.RunposttrainingassessmenttomeasureROI to improve the quality continuously.
DriveHighPerformingBehaviorsintheorganizationthroughintegratedapproachalignedamongAPACHR.

TotalReward/C&B

Manages and coordinates the performance management cycle process by informing the necessary guidance / forms/ tools to ensure that the employees understand them and use them appropriately.
Work with HR Director and responsible Dept Heads for annual salary review.
Conductregularlybenchmarkingamongcompetitorsonrenumerationandbenefitstokeep competitiveness in the market.

Compliance

Ensure all business practices comply with policies and regulations of the local government and CooperVisioin ethics, including internal audit/external audit/SOX internal control requirements in HR process & payroll.
Participateinsomecontract review/changeprocess andsupporttheadministrationoflaborcontracts inaccordancewithlaborlaworregulationswiththeguidanceofexternallaborconsultant

ProjectsandInitiatives

SupportHRDirectoronEmployerBranding,EmployeeEngagement,CorporateSocialResponsibility activities, Diversity & Inclusion,Global Leveling System Implementation, and Wellness Program.

A degree and/or qualification in HR with 7 years or more progressively responsible human resource experience as the independent professional.
Understand the practices, principles and procedures of human resources process including L&D, Hiring, Performance Management and C&B.
Knowledge of principles, practices, methods of global HR, Culture Development Employee Development and Training and Diversity as well as Laws, rules, and regulations applicable to assigned operations.
Can establish effective work relationships with the employees and the external parties / resources.
Beable to communicate well both orally and by writing in both Japanese & English with individuals and/or groups as to complex HR related matters.
Ability to work flexibly under pressure by managing multiple initiatives and groups of people for maximum efficiency.
Strong IT skills, preferably in a Windows-based operating environment (Words, Excel, PowerPoint) and knowledge of HRIS.
Mustbeabletokeepinformationconfidential
Good interpersonal skills to collaboratively solve personnel issues together with Managers and Directors.
GoodrolemodelofCooperVisionValuesandLeadershipCompetencies

Otherresponsibilities

Proactivelyparticipates inprocessimprovementforefficiency.
Other dutiesasassignedanddirectedby HRDirector.

About the Company

CooperSurgical

Provides reproductive health products and services

What CooperSurgical does: CooperSurgical develops and provides products, technologies, and services that support women’s, babies’, and families’ health around the world. How its products work: The company offers a range of reproductive health solutions, including contraception, fertility support, and preventive and therapeutic gynecological care. These products assist clinicians and patients through devices, tests, and therapies designed to aid choice and care in reproductive health. How it differs from competitors: CooperSurgical focuses on a broad set of reproductive health needs—covering contraception, fertility, and gynecologic care—trusted by clinicians worldwide for a wide range of tools and services, which can enable more integrated care compared to providers focused on a narrower segment. Goal: To empower individuals and healthcare professionals to make informed health and life choices and improve care for women, babies, and families globally.

Company size: 1,001-5,000
Company stage: Not listed
Total funding: Not listed
Headquarters: Trumbull, CT
Founded: 1990

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