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. 

The Sr. Manager, HRBP provides strategic HR Business Partner support to corporate functions, Quality, Medical Affairs and Regulatory Affairs and their central teams. The incumbent executes the people and talent agendas based on the strategic priorities. This position has key input on the design, development, introduction and/or integration of HR processes, practices, programs and initiatives that contribute to organizational success.

The Sr. Manager, HRBP provides leadership and coaching to senior leaders to align and drive business and HR strategy. The incumbent provides insight into talent management decisions, supports leaders in driving people and capability objectives, and provides a full-range of strategic HR Business partner support to the client groups. While this role does not have direct people management responsibility, it operates with a high degree of autonomy and influence across the organization.

This HRBP will support and execute the creation of a robust and diverse talent pipeline for key roles and guide leadership in creating a high-performance culture. The incumbent influences their client groups to introduce HR programs and initiatives.  They will identify opportunities and problems that require decisions and approval by the business LT and gathers and presents the relevant information to enable the LT to understand and take action regarding HR-related business needs and opportunities.  

Job Responsibilities:

• Acts as the trusted advisor of client groups to support them in carrying out their business and functional plans.

• Partners with business leaders to execute an HR strategy that helps drive the overall business strategy. Identifies the internal and external resources that are needed to accomplish the HR strategy and monitors progress toward its key objectives.

• Leads the business leadership team discussion of HR issues and influences their client groups to introduce HR programs and initiatives.

• Identifies opportunities and problems that require decisions and approval by the business LT.

• Works with the respective Leadership Teams to identify, design and implement appropriate organizational structures, talent and capabilities required to achieve business objectives.

• Presents options to managers on organizational structure, roles & responsibilities, staffing levels, matrix management, etc.

• Leads and supports client groups with organizational capability and capacity analyses and strategic workforce planning, organization design, associate engagement.

• Identifies opportunities and guides leaders to fill competency gaps through talent acquisition and talent development.

• Be the talent advisor, facilitator and champion to ensure strong succession pipelines for critical roles

• When appropriate participates on the interview team and effectively counsels hiring leaders/teams in selection process for senior roles within their organizations.

• Identifies and capitalizes on opportunities to drive &/or lead change. Facilitates change management initiatives within assigned client groups incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after action review assessments.

• Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance.

• Analyzes metrics, reports and data. Shares relevant information with the business unit/central teams LT. Determines how this information should drive change and co