Sr. Director, Human Resources - TGS & GBS

BD (Becton, Dickinson and Company) • Franklin Lakes, NJ

247d

About The Position

Be part of something bigger! BD is a global leader in the industry of medical devices and technology. The BD Medication Management Solutions (MMS) Business Unit is a $3.4B unit within BD which creates and delivers solutions for end to end medication safety, inventory optimization, and clinician efficiency across the care continuum. Key brands include BD Pyxis, BD Alaris, Parata, BD ROWA and BD HealthSight. Our focus is on making the medication management simpler, safer and smarter. Reporting to the SVP, HR Global Functions, this position provides strategic HR Business Partner leadership and support to the TGS (Technology & Global Services) and GBS (Global Business Services) organizations. This individual will operate as a trusted strategic advisor to the EVP & Chief Information Officer and other senior leaders. Additionally, this individual will partner in developing functional capability plans through robust Strategic Org planning, organizational design and development, organization effectiveness, workforce planning, capability and location strategy initiatives. The incumbent directly creates and executes the people and talent strategy based on the strategic priorities and influences the talent strategy in business and regions by partnering with the respective business unit and regional HRBPs. The role manages a team of two HR professionals and orchestrates the integrated delivery of HR support through the COEs, ASCs and corporate HR functions, while ensuring alignment with functions' needs and strategic objectives. This HRBP will lead the effort towards creating a robust and diverse talent pipeline for key roles and guide leadership in creating a high-performance organization and culture. In alignment with our office first culture, this role will be based in our Franklin Lakes, NJ headquarters and be onsite Monday through Thursday and work remote based on Friday's.

Requirements

• BS/BA degree in Business Administration, HR Management or related field required
• Advanced degree (MBA/ Masters in HR or equivalent) is preferred
• Professional of Human Resources (PHR/SPHR) Certification desired
• Minimum of 12-15 years professional experience in HR
• Experience working in mid/large complex environments and matrixed organization is preferred
• Experience working with other geographies is required

Responsibilities

• Aligned with business, functional, and HR Strategy and KDGs, provides strategic HR business partnering support, works with the respective global functions LTs and people leaders to identify and resolve the corresponding business needs, develop and implement appropriate organizational plans, and build key capabilities required to achieve business objectives
• Leads and supports client groups with organizational capability and capacity analyses and strategic workforce planning, organization design, associate engagement, organizational announcements
• Acts as the trusted advisor of client leaders to support them in carrying out their business and functional plans
• Identifies and capitalizes on opportunities to drive &/or lead change
• Facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stake holders, 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
• Presents options to leaders on organizational structure, roles & responsibilities, staffing levels, matrix management, etc
• Contributes effectively to client strategy discussions and decision making
• Demonstrates deep understanding of client market spaces including external talent trends, culture, reward systems, and organization models
• Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics
• Has the ability to model and manipulate data to build an understanding and then communicate findings to LT in a coherent manner
• Identifies opportunities and guides leaders to fill competency gaps through talent acquisition and talent development
• Talent advisor, facilitator and champion to ensure strong succession pipelines for critical roles
• Partners across BD and with Talent Management and Talent Acquisition teams to align top talent to highest priorities while ensuring inclusion and diversity outcomes
• Participates on the interview team and effectively counsels hiring leaders/teams in selection process
• Participates in/facilitates the Performance Management process (calibrate potential and Exceptional Impact)
• Coaches' leaders with all aspects of the annual performance management and development process
• Guides leaders to escalate issues of poor performance to AccessHR where required
• Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and works with the TM COE to present recommendations as part of organizational training needs assessment
• Provides consultative guidance for compensation and facilitate appropriate compensation reviews
• Works with leadership team members during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers
• Provides consultation and benchmarking insights for job offers based on strategic need
• Reviews periodic compensation reports to check for compensation changes and follow-up with leaders
• Provides strategic HR advisory support for complex HR issues and activities (e.g. RIF)
• Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement
• Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization
• Monitors and addresses attrition and retention proactively and work closely with AccessHR to understanding leading and lagging indicators for observed trends
• Develops/defines associate separation strategy & manages severance for group separations in partnership with AccessHR, ASC, Legal, etc.
• Coaches' leaders to utilize and manage their workforce through Workday
• Partners with the ASC and AccessHR and consistently meet with both groups to understand trends, discuss escalated items, etc.
• Partners with COEs to engage them on Organization plan for client's organization to enable a more holistic HR support and better business outcomes; partners with COEs to design, develop and deploy updated processes or changes

What This Job Offers

• Job Type: Full-time
• Industry: Miscellaneous Manufacturing
• Education Level: Bachelor's degree
• Number of Employees: 5,001-10,000 employees