Job Description Summary

Job Description

We are the makers of possible 

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. 

We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you’ll be supported to learn, grow and become your best self. Become a maker of possible with us.

JOB OVERVIEW:

As Manager, Human Resources Business Partner (HRBP), Operations & Quality you will provide HR support for Operational Performance and Quality teams, supporting the Medication Management Solutions (MMS) Business Unit. You will help support an effective and impactful implementation of human resources practices, processes and programs that enable organizational effectiveness, associate engagement, and talent development. This position is involved in the execution and/or integration of HR processes, practices, programs and initiatives that contribute to organizational success. The position will be located at BD’s Parata site in Durham, North Carolina.

RESPONSIBILITIES:

Organizational Effectiveness & Development:

• Works with client leaders as a trusted advisor regarding organizational capability and capacity analyses and planning, recruitment and selection, associate engagement, etc.
• Develops and conducts team development/team building strategies both proactively and when necessary to improve team performance. Partners with managers to assess and implement effective organizational structure, roles and responsibilities, staffing levels, matrix management, etc.
• Consults with clients to understand training and development needs across their functional groups, identify trends, patterns, etc., share recommendations and facilitate programs, as required.
• Drive discussions and decisions affecting reductions-in-force or layoffs (voluntary & involuntary) within their client organizations. Assists with the development and execution of such plans.
• Approves and audits HR system (Workday) related transactions in line with guidelines (i.e., review and approval or job change, promotional, compensation adjustment transactions, etc.)
• Operations & Quality team liaison for applicable Associate Service Center (ASC) related processes and transactions; serves as guide to associates on available resources, information, support and how to best leverage HR service delivery model including the COEs. Topics may include policies, benefits/LOAs, and creating/following up on ASC tickets. Support escalation issues and executive concierge where needed.
• Partner with leaders and HRBPs to provide support for Inclusion & Diversity programs and execution of plans and annual goals.

HR Analytics & Metrics

• Develops key HR analytics and metrics, conducts analysis of trends, and draws insights from data related to various measures related to HR initiatives, results and programs.
• Generates and distributes regular and ad-hoc reporting in support of HR Business Partners as needed, from the Workday system leveraging Excel and other analytics tools and programs including Visier, Power BI, etc.
• Translates data into key metrics to track our Key Driver Goals and other key HR analytics, to help enable business decisions and outcomes.

Talent Acquisition:

• Works closely with hiring managers and talent acquisition partners to establish position requirements, necessary skills and competencies for current and future needs and a successful recruitment strategy including sourcing.
• Consults with hiring managers on job offer and other conditions to ensure internal and external equity and competitiveness, including relocation and expatriate assignments, where appropriate.

Compensation:

• Consults with managers on pay-related decisions including new hire offer, compensation adjustments, market pricing data, career-related and other such adjustments.
• Works with managers during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers.

Performance Management:

• Assists managers with aspects of the annual performance management and development process, and overall roll-up to senior leadership for executive review and approvals.