HR Data and Process Analyst

at  CooperSurgical

The HR Data and Process Analyst drives operational excellence by analyzing and optimizing HR processes through data analytics. This role involves accurately managing HR data and using analytics to generate actionable insights that support strategic decision-making. The position focuses on continuous improvement, applying data-driven methodologies to refine HR practices and enhance efficiency. With strong technical expertise and a thorough understanding of HR systems, the HR Data and Process Analyst contributes to the strategic development of HR initiatives and ensures the ongoing advancement of the Global HR Shared Services team.
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. CooperSurgical is at the forefront of delivering innovative assisted reproductive technology and genomic solutions that enhance the work of ART professionals to the benefit of families. We currently offer over 600 clinically relevant medical devices to women’s healthcare providers, including testing and treatment options.
CooperSurgical is a wholly-owned subsidiary of CooperCompanies (Nasdaq: COO). CooperSurgical, headquartered in Trumbull, CT, produces and markets a wide array of products and services for use by women’s health care clinicians. More information can be found at www.coopersurgical.com .
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.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Demonstrated urgency and effective problem-solving skills.
• Track record of delivering projects on time and within scope.
• Strong understanding of HR policies and processes.
• Proficient in project management and organizational skills.
• Strong analytical skills
• Exceptional interpersonal and communication abilities.
• Capability to work independently and manage multiple tasks with minimal supervision.
• Strong problem-solving skills and the ability to act effectively with limited information.
• Strong understanding of data compliance practices and regulations related to HR data.
• Proficient in Microsoft Office.

EXPERIENCE:

• Proven experience in HR Shared Services or related roles, preferably in the designated regions.
• Demonstrated success in managing HR projects and initiatives.
• Experience with driving process improvements.
• Track record in developing and applying HR policies and processes.
• Established ability to build strong relationships with internal and external stakeholders.

EDUCATION:

• Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)
  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.

The HR Process and Data Analyst is responsible for:

• Driving Operational Excellence: Utilize data and analytics to drive operational excellence within HR by analyzing and optimizing HR Processes for greater efficiency and effectiveness.
• Data Management: Manage HR data precisely, ensuring accuracy and reliability.
• Continuous Improvement: Apply a continuous improvement approach to HR processes and systems. Identify areas for enhancement, implement data-driven solutions, and refine HR practices to foster ongoing advancement.
• Technical Expertise: Demonstrate strong analytical skills and proficiency with data management tools. Maintain a deep understanding of HR systems to effectively support and improve HR functional day-to-day tasks.
• Strategic Contributions: Provide data-driven recommendations to aid in the strategic development of HR initiatives. Stay updated on best practices and emerging trends to ensure continuous improvement and operational excellence in HR functions.

ESSENTIAL FUNCTIONS & ACCOUNTABILITIES:

• Process Optimization:
• Evaluate existing HR processes and procedures to identify areas for improvement
• Develop and implement new processes to enhance efficiency and effectiveness
• Collaborate with HR teams to streamline workflows and ensure best practices are followed.
• Maintain an update internal procedures and practices documentations.
• Train and guide internal team members on internal procedures and policies.
• System Management:
• Maintain and update HR systems and databases, ensuring data accuracy and integrity.
• Support the implementation of HR technology solutions and assist with system upgrades or changes.
• Provide technical support and training to HR staff on systems and tools.
• Compliance & Data Management:
• Ensure HR data practices comply with relevant regulations and company policies.
• Conduct regular audits to ensure data accuracy and compliance.
• Assist with data entry, validation, and quality control processes.
• Project Management:
• Lead or participate in HR projects related to process improvement, data management, or system enhancements.
• Coordinate with cross-functional teams to ensure project goals are met on time and within scope.
• Anticipate risks and appropriately escalate obstacles to leadership for resolution.
• Ad Hoc Analysis:
• Perform ad hoc data analysis as requested by HR leadership or other departments.
• Provide insights and recommendations based on analysis to support decision-making.

The HR Process and Data Analyst is responsible for:

• Driving Operational Excellence: Utilize data and analytics to drive operational excellence within HR by analyzing and optimizing HR Processes for greater efficiency and effectiveness.
• Data Management: Manage HR data precisely, ensuring accuracy and reliability.
• Continuous Improvement: Apply a continuous improvement approach to HR processes and systems. Identify areas for enhancement, implement data-driven solutions, and refine HR practices to foster ongoing advancement.
• Technical Expertise: Demonstrate strong analytical skills and proficiency with data management tools. Maintain a deep understanding of HR systems to effectively support and improve HR functional day-to-day tasks.
• Strategic Contributions: Provide data-driven recommendations to aid in the strategic development of HR initiatives. Stay updated on best practices and emerging trends to ensure continuous improvement and operational excellence in HR functions