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 Connec