Job Description

About Company

Mizuho OSI is the leader in the markets for specialty surgery and patient positioning. The company’s portfolio includes specialty surgical tables for procedure-specific approaches that improve patient outcomes in spine and orthopedic surgeries along with disposable and reusable surgical patient care products.

Job Summary

The role of the Human Resources Business Partner (HRBP) is as a strategic partner providing comprehensive HR support and guidance to assigned client groups. The HRBP will collaborate closely with people leaders to develop and implement HR strategies that align with MOSI business objectives, drive employee engagement, and foster a culture of continuous improvement in alignment with the overall People Strategy. The HRBP will also serve as point of contact for team members, providing counsel, solutions and education on HR related matters and company policies. This position reports to the Sr. Manager, HRBP.

Core Responsibilities:

• Act as a trusted advisor to people leaders, understanding their business needs and translating them into effective HR strategies.
• Provide insight and recommendations on organizational design, talent management, and workforce planning.
• Provide custom solutions and guidance to leaders, ensuring alignment with organizational objectives.
• Provide support and guidance to people leaders on all HR related issues, including but not limited to hiring, employment separation, leaves of absence and disciplinary issues. Provide or recommend necessary training, coaching, and guidance to all levels of management.
• Analyze trends and metrics in partnership with the HR team to develop solutions, programs, and policies.
• Provide guidance and input on business unit structures, workforce planning, and succession planning.
• Establish credibility throughout the organization by demonstrating knowledge of the business and positioning yourself as an effective problem solver of people and organizational issues.
• Champion and help operationalize inclusion by ensuring diversity, equity, and inclusion strategies are infused in our organizational design, talent strategy, and programs.
• Act as a change agent and single point of contact for team members and people leaders in your assigned client groups.
• Educate team members on human resources practices, including compensation, performance feedback, career development and growth.
• Understand Mizuho OSI’s business objectives and the relationship between the Department and those objectives; to support and follow the Corporate Vision, Mission & Values Statements, to maintain the services and quality levels set by Mizuho OSI, and to continually enable Mizuho OSI to be a great place to work.
• Understand, follow and support Mizuho OSI’s internal Quality System policies, procedures and work instructions including but not limited to applicable external regulations (21 Code of Federal Regulations Part 820 Quality System Regulations and applicable International Standards).

Other Responsibilities:

Talent Acquisition and Management

• Collaborate with the talent team and hiring managers for recruitment strategies around open positions; develop and execute best practices for attraction and retention of top talent
• Develop and implement onboarding programs to ensure a seamless integration of new hires.
• Drive talent management initiatives, including performance management, succession planning, and career development.
• Partner with people leaders in the decision-making process for new hires, promotions, and transfers, ensuring internal equity and external competitiveness.

Employee Relations and Engagement

• Foster a positive, high trust culture by addressing team member concerns and resolving conflicts in a consistent, timely and unbiased manner.
• Conduct regular check-ins with team members to gauge engagement and identify areas for improvement.
• Suggest and implement initiatives to enhance team member morale and retention.
• Deal compassionately with employee relations concerns while taking into consideration the company business objectives when delivering solutions
• Manage and resolve complex employee relations issues. Conduct and document effective, thorough and objective investigations.
• Deliver measurable insights into employee engagement metrics through bi-annual engagement surveys and other key data sources.

Workforce Planning & Performance Management:

• Lead workforce planning and rollout of updated or new People programs and policies, supporting MOSI’s strategic goals.
• Provide day-to-day performance management guidance to line management (e.g., coaching, career development, disciplinary actions).
• Support People Leaders during the Focal Review process, equipping them with the necessary tools to conduct effective reviews, including how to provide constructive feedback, set goals, and engage Team Members in the process.
• Collaborate with others (People Programs team, broader People team, and cross-functional partners) to build and roll-out company and team member experience initiatives
• Support leadership development initiatives to build a strong pipeline of future leaders.
• Identify training needs and work with the learning and development team to design and deliver relevant programs.
• Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
• Provide performance and development coaching to our people leaders, advise of external learning opportunities and/or creation of an IDP.

HR Metrics and Analytics

• Utilize HR analytics to drive data-informed decision-making.
• Monitor key HR metrics and provide regular reports to leadership.

Compliance and HR Policies

• Develop and implement HR policies and procedures that align with MOSI values and industry/HR best practices.
• Maintain up-to-date knowledge of foundational HR employment laws and legal requirements. Use your knowledge to weigh potential legal risks, ensure regulatory compliance and give guidance on best practices while alerting people leaders to possible risk. 
• Partner with the Safety team to document any incidents or injuries, recommend corrective action solutions, manage any claim file related to your assigned client group ensuring regular contact with the injured team member supporting their return to work with or without accommodations.
• First point of contact for any requests for leave of absence and/or workplace accommodations. Partner with our 3rd party vendor to support the team member through the process and ensure that all leaves are handled following the applicable legal requirements.

What you will need to be successful in this role:

• Demonstrated high emotional intelligence (EQ).
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Proficient with Microsoft Office 365 or related software.
• Strong understanding of HR principles, practices, and employment laws.
• Proven ability to build strong relationships and influence stakeholders at all levels.
• Excellent assessment, problem-solving, mediation and conflict-resolution skills involving complex situations.
• Strong analytical skills with the ability to interpret data and make data-driven decisions.
• Highly organized and detail-oriented, with a strategic mindset and the ability to manage both detailed tasks and big-picture strategies.
• Customer-centric approach with a passion for delivering a best-in-class employee experience.

Qualifications & Requirements:

• Bachelor’s degree in human resources or related field, Master’s degree desirable.
• Minimum of 7 years of experience as an HR Business Partner or the equivalent, preferably in the medical device/manufacturing industry.
• PHR certification or SHRM Certified Professional (SHRM-CP) or ability to obtain certification within the first year of joining the company in the HRBP role.
• In depth knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws.
• Experience managing client groups both vertically and laterally, driving change management initiatives, and leading organizational growth or transformation.
• Experience in leadership development and serving as a trusted advisor to people leaders.
• Experience drafting performance plans, annual reviews, and employee policies.
• Demonstrated experience partnering with People Leaders and teams in remote/hybrid setting.
• Occasional travel may be required .

Additional requirements for the Senior HRBP role:

• 8 – 10 years’ experience in a senior HR role involving independent decision-making responsibility.
• SHRM Senior Certified Professional (SHRM-SCP) credential or the equivalent or ability to obtain certification within the first year of joining the company in the Sr. HRBP role.
• Will be required to act as Sr HR Leader back up when Sr Leader is absent.
• Experience managing a team and/or mentoring one or more entry/junior level direct reports.
• Experience partnering with a variety of client groups (engineering, manufacturing, sales, service, exempt and nonexempt).
• Adept at designing big-picture strategies and transitioning to 1:1 coaching. Proven in structuring scalable processes for team operations, including performance management, career pathing, and high-impact programs.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Salary Range: $106,000 - $184,000 DOE + potential annual bonus + comprehensive benefits package

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