Manager, Human Resources Business Partner

Becton Dickinson Medical Devices•San Diego, CA

16h•Hybrid

About The Position

The Manager, Human Resources Business Partner provides HR partnership and day‑to‑day consultation to their assigned client group. As part of the MMS HR team, this role reports to the Director, HR and partners with business leaders to align people strategies with business objectives and ensures the effective delivery of HR programs through close collaboration with HR Centers of Excellence (COEs) and the Associate Service Center (ASC). The HRBP is a trusted advisor and coach to leaders, influencing workforce decisions across talent, performance, engagement, and organizational effectiveness. This role brings A.I. proficiency, strong business acumen, analytical thinking, and sound judgment to help leaders navigate complexity, drive performance, and enhance employee experience.

Requirements

Bachelor’s degree in Business Administration, Human Resources, or related field
Minimum of 5 years of progressive HR Business Partner experience
Strong working knowledge of employment laws and HR best practices
Proven ability to work independently and exercise sound judgment in ambiguous situations
Strong consulting, problem‑solving, and stakeholder management skills
Excellent verbal and written communication skills, from frontline to executive audiences
Proficiency in Excel and Microsoft Office suite
Ability to thrive in a fast‑paced, highly matrixed, and changing environment

Nice To Haves

Advanced degree (MBA or Master’s in HR or related field)
PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification
Experience supporting field‑based or geographically dispersed teams
Experience in mid‑to‑large, global, matrixed organizations

Responsibilities

Serve as the primary HR advisor to aligned leaders, enabling effective execution of business and functional plans.
Partner with leaders on organizational design, role clarity, staffing models, and capacity planning, ensuring alignment to near- and mid-term business needs.
Lead and support organizational effectiveness initiatives, including team development, change enablement, and organizational announcements.
Apply strong understanding of organizational dynamics to influence decisions and provide practical, business-focused recommendations.
Translate qualitative insights and quantitative data into clear guidance for leaders, balancing consistency with situational judgment.
Own and drive execution of annual people processes, including goal setting, performance management, talent reviews, and succession planning for assigned client groups.
Act as a talent advisor and facilitator, enabling leaders to assess performance, potential, and readiness for critical roles.
Coach leaders on effective performance management practices, including feedback quality, documentation standards, and alignment with AccessHR, legal and policy requirements.
Partner with the Talent Management COE to identify development needs, surface trends, and support targeted solutions aligned to business priorities.
Ensure succession pipelines and development actions are practical, actionable, and connected to future organizational needs.
Partner with leaders and Talent Acquisition to define role requirements, hiring strategies, and workforce plans aligned to business demand.
Support staffing decisions by providing guidance on structure, role scope, and internal talent movement.
Advise on job offers to ensure internal equity, market competitiveness, and alignment with compensation frameworks and diversity objectives.
Provide consultative guidance on compensation, including offers, retention considerations, and internal equity assessments.
Partner with Total Rewards to execute and ensure integrity of annual compensation planning, merit cycles, and ad hoc reviews.
Enable leaders to use rewards thoughtfully as a lever to reinforce performance, retention, and organizational priorities.
Partner closely with AccessHR to provide strategic and consistent guidance on employee relations matters, escalating and resolving issues as appropriate.
Proactively monitor engagement, morale, attrition, and retention trends using both data and frontline insights.
Enable leaders to address engagement risks early and implement practical, sustainable mitigation actions.
Support and reinforce positive employee experience through sound judgment, fairness, and consistency.
Own the quality and effectiveness of core HR processes for the client group, identifying opportunities for improvement and driving adjustments in partnership with COEs.
Analyze HR metrics and trends related to performance, retention, engagement, and workforce health.
Generate recurring and ad hoc insights using Workday, Excel, Visier, Power BI, and related tools to inform decision-making.
Ensure leaders are enabled to effectively manage their workforce using HR systems and standardized tools.
Serve as the integration point between leaders, COEs, and the Associate Service Center to ensure seamless HR service delivery.
Leverage COEs effectively while maintaining ownership of outcomes and the leader experience.
Champion consistent HR practices and the “One HR” operating model while allowing for appropriate flexibility based on business context.
Lead or contribute to special projects and initiatives that enhance HR capabilities, scalability, and effectiveness.