Total Rewards Business Partner (Finance)

CooperVision (CVI) is recruiting a Total Rewards Business Partner for our Operations Division. This role functions as strategic advisor and partners closely with divisional HR and cross-functional stakeholders to ensure effective design, delivery, and continuous evolution of Total Rewards programs. Supports the global manufacturing and operations application of pay and benefits practices ensuring consistency and market alignment across diverse employee groups. The role combines high-level influence with deep analytical expertise and plays a critical part in shaping and delivering group-wide reward practices. The position is based in Juana Diaz, Puerto Rico, and works onsite.

Essential Functions & Accountabilities:

The Total Reward Business Partner serves as a key liaison between TR and divisional execution, acting as a trusted advisor and expert resource. Balancing strategic insight with rigorous data analysis, the role drives the translation of global reward objectives into meaningful, market-informed actions. The ideal candidate will be skilled in navigating complexity and ambiguity, building alignment across stakeholders, and influencing decisions through thoughtful, evidence-based recommendations. With a strong OneCooper mindset, this role ensures consistency, competitiveness, and compliance across the global reward ecosystem, while continuously shaping solutions that enable talent attraction, retention, and performance. This includes direct support for the operationalization of reward policies for hourly roles, such as pay progression, local incentive design, and the alignment of hourly pay structures to evolving market and global business needs.

• Acts as the strategic Total Rewards Business Partner, developing effective relationships with key stakeholders to advise, influence, and collaborate on implementing and administering corporate strategies, programs, and initiatives
• Influences and partners to translate and tailor global Total Reward objectives into effective divisional execution, ensuring alignment and consistency. Ensures pay practices for manufacturing and operations populations, are implemented effectively and remain aligned to both market benchmarks and internal frameworks.
• Acts as a key conduit between the teams by gathering, articulating, and integrating divisional requirements into strategy. Gathers feedback and practical challenges to shape scalable, real-world solutions.
• Leads or supports compensation-related projects. Supports teams with guidance on job evaluation, pay progression, and managing compensation queries.
• Drives the strategic evolution of Total Rewards, including pay, non-financial recognition, incentives, and benefits, ensuring alignment with business objectives and external competitiveness. Supports delivery of local programs ensuring clarity, fairness, and alignment to corporate design principles
• Conducts detailed market analysis across compensation and benefits, tracking trends, identifying risks and opportunities. Applies insights to support the structure and adjustment of pay frameworks.
• Maintains and evolves pay infrastructure, including market-based salary structures, merit costing models, and annual structure reviews to ensure competitiveness and equity.
• Provides analytic expertise and project-based support promoting consistent methodology across regions.
• Ensures compliance with global and local compensation and benefits regulations, proactively identifying areas of risk or change.

Expected travel isless than 5% of the time.

Qualifications (Knowledge, Skills, and Abilities):

• Strong project management and organizational skills (from design through to completion).
• Ability to manage ambiguity, multiple projects, and activities across the full diversity of the business maintaining and driving quality throughout.
• Experience with MarketPay compensation analytics system. Knowledge and understanding of Willis Towers Watson, Radford, IPAS, and Mercer survey providers strongly preferred.
• Client centricity, proactivity to assess the project goals and deadlines with a continuous improvement mindset and champion new initiatives.
• Experience of handling multiple projects and requests simultaneously
• Proven strategic focus with ability to translate into practical implementation and adherence to deadlines
• Experience managing a system-based merit increase process preferred.
• MS Office proficiency including intermediate to advanced Excel. Strong software and applications working knowledge including HRIS experience.
• Robust partnering, stakeholder management, influence, negotiation, judgement, presentation and communication skills.
• Teamwork-oriented mindset and execution.
• Exceptional attention to detail and attention to detail, strong focus on accuracy.
• Fully bilingual, English and Spanish, both written and verbal.

Experience:

• Minimum of eight (8) years of related HR compensation and benefits experience required. Global enterprise and regulated manufacturing, med-tech industry strongly preferred.
• Working knowledge and hands on experience with program design and administration in the PR market.
• Knowledge of total rewards combined with HR policies and best practices across multiple geographies.
• Experience designing and building programs, job architecture, incentive pay models, and benchmarking.
• approaches.

Education:

• Bachelor's degree required. Business Administration, Human Resources, Finance, Organizational Development or related majors strongly preferred.

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