We are the people who give possibilities purpose

BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it’s no small feat. It takes the imagination and passion of all of us—from design and engineering to the manufacturing and marketing of our billions of MedTech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities.

Job Description

Overview:

The Sr. Manager, Human Resources Business Partner will provide HR leadership to Connected Care R&D and business teams who are driving next generation technologies and solutions during a transformative time in our business. An exciting opportunity to join BD where you can make a direct impact in our future!

The Sr. HR Manager will have key input and influence on the design, development, introduction and/or integration of HR processes, practices, programs and initiatives that contribute to organizational success. This role will provide strategic guidance and influence in matters of Talent Management and Succession Planning; Organizational Assessment, Design and Development; Performance Management, Team Development and Culture and HR services delivery. This position partners closely with appropriate Center of Excellence (CoE) leads on key talent topics including but not limited to talent acquisition, compensation structure, onboarding, and employee relations. This strategic Business Partner is accountable for business-facing talent diagnosis, prioritization, and execution, while leveraging COEs for expertise and delivery. This role may also support other teams and functions within BD as needed.

Job Responsibilities

• Lead organizational effectiveness efforts for assigned client groups, including workforce planning, capability assessment, organization design, engagement action planning, and change management tied to business priorities.

• Serves as the trusted advisor of client leaders to assist them in carrying out their business and functional plans tied to business strategies and coaches for continued development and effectiveness.

• Development and implementation of short- and long-term Human Resources strategies aligned with business objectives and HR global strategy.

• Effectively leverages COEs (i.e. AccessHR, Talent Acquisition, Talent Management etc.) to provide HR services for assigned client groups and facilitate outcomes.

• In partnership with the RPO, executes on talent acquisition strategy; including ensuring staffing requirements are met to hire qualified candidates and build talent pipelines.

• Proactively leads and drives Associate Engagement and team effectiveness improvements through client leaders and teams based on VOA (Voice of Associate) survey feedback.

• Ensures that pay practices are equitable, aligned with local market and designed to attract and retain qualified employees with the support of Total Rewards.

• Works with leadership team during annual Compensation Planning time and ad hoc situations to ensure alignment of rewards to performance, and that rewards are used as organizational levers.

• Partners with the leadership team to create an environment where associates are empowered, informed, and are part of the Continuous Improvement of the team.

• Leads organization succession planning and employee development activities.  Acts as the talent advisor, facilitator, and champion to ensure strong succession pipelines for critical roles.

• Leverage AI-enabled tools and workforce analytics to improve HR decision-making, identify talent and organization trends, increase productivity, and support leaders in responsibly adopting AI to enhance team effectiveness, capability planning, and business outcomes.

• Analyzes talent data, trends, and KPIs to make informed decisions and implement counter measures where needed.

• Drives and facilitates all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance. Ensures legal compliance and provide constructive feedback to evaluator to improve quality of evaluation where necessary. 

• Partners with the Associate Service Center (ASC) and AccessHR (employee relations COE) and consistently meets with both groups to understand ER trends, discuss escalated items etc. to proactively address common issues and themes.

• Monitors and addresses attrition and retention proactively and works closely with AccessHR (when available) to understanding leading and lagging indicators for observed trends.

• Serve as HR site leader for the Connected Care Irvine location partnering with facilities, real estate, and department leaders on shaping the associate experience holistically and meeting the needs of the local population.  

• Other functions and special assignments as needed.

• Travel 10-25%

Education and Experience Required:

• Bachelor’s degree required with significant course work in Business, Human Resources Psychology, or Law. 

• Minimum of eight (8) years of progressive Human Resources Business Partner related experience, including serving high-tech, new product development organizations.

• Proven ability to assess situations quickly. Develop short- and long-term strategies and implement them in the face of ambiguity.

Preferred Experience:

• Advanced Degree or HR certifications preferred.

• Experience working in mid/large complex environments and matrixed organization is preferred.

• Workforce planning for scarce capabilities

• Organization design in matrixed/global environments

• Change management during transformation

• Leadership coaching for technical leaders

• Talent strategy for innovation-driven teams

At BD, we prioritize on-site collaboration because we believe it fosters creativity, innovation, and effective problem-solving, which are essential in the fast-paced healthcare industry. For most roles, we require a minimum of 4 days of in-office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work-life balance. Remote or field-based positions will have different workplace arrangements which will be indicated in the job posting.

For certain roles at BD, employment is contingent upon the Company’s receipt of sufficient proof that you are fully vaccinated against COVID-19. In some locations, testing for COVID-19 may be available and/or required. Consistent with BD’s Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law.

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Why Join Us?

To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of healthcare. At BD, you’ll discover a culture in which you can learn, grow and thrive.

We believe that when people connect in person, we learn faster, collaborate more deeply, and build a stronger culture. Join us and enjoy a culture where face-to-face collaboration supports your learning, your progress, and your success.

To learn more about BD visit https://bd.com/careers.

Becton, Dickinson, and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally protected characteristics.

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At BD, we reward, support and develop our associates through our comprehensive Total Rewards program. We are committed to attracting and retaining high quality talent by providing reward and recognition opportunities that promote a performance-based culture, as well as a competitive package of compensation and benefits programs. You can learn more on our career site under "Our Commitment to You."

Our salary or hourly rate ranges reward associates fairly and competitively. We regularly review these ranges and factors, such as location, contribute to the range displayed.

Our pay is based on the role and the necessary skills and education to perform it successfully. The salary or hourly rate offered is determined by the role's specific requirements, including any applicable step rate pay system at the work location. Salary or hourly pay ranges are influenced by labor laws and Collective Bargaining Agreement (CBA) requirements applicable to the work location which may also affect the workplace arrangement of the role.

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