Sr. Manager, HRBP - Human Capital

Becton Dickinson Medical Devices•Sandy, UT

19h•Onsite

About The Position

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. HR Manager (Human Capital Partner) plays a critical role in supporting Global Manufacturing, Global Supply Chain, Global Procurement and their central teams. The role supports associates and managers by providing guidance on HR related topics, including performance management, career conversations, Total Reward, associate engagement, communications, and employee relations. This position also supports the business related to attracting, engaging, building, and retaining talent throughout the organization. The role may also take on additional responsibilities, such as HR analytics, talent review preparation, and project management, as the role evolves to meet organizational needs. The Sr. HR Manager will interact mainly with middle management leaders and at times with senior management leaders. The role will report directly to the Sr. HR Director Operational Performance with a strong matrix reporting to the Sr. Director, Global Supply Chain & EMEA Manufacturing and the Associate Director, North America Supply Chain & Global Procurement.

Requirements

Strong knowledge across core HR disciplines, including workforce planning, talent acquisition, performance and talent management, rewards, employee relations, and change management.
Proven ability to partner with business leaders, understand business priorities, and translate strategy into effective people and workforce solutions.
Demonstrated experience assessing talent, supporting succession planning, and enabling development for high‑potential and critical roles.
Solid change management capability, with experience supporting organizational change and engaging leaders and associates through transitions.
Analytical mindset with the ability to interpret people data and metrics to inform decisions and improve outcomes.
Strong consulting, influencing, and facilitation skills, with comfort operating in complex, matrixed organizations.
Action‑oriented, adaptable, and able to exercise sound judgment in situations of ambiguity.
Proficiency with HR systems (e.g., Workday) and a continuous improvement mindset.
BS/BA degree in Business Administration, HR Management or related field required.
8 - 10 years professional experience in HR, with at least 5 to 7 years of HR generalist/business partnering experience in a mid-to-large organization
Experience in partnering with diverse client groups and working in HR Service delivery model
Experience working in mid/large complex environments and matrixed organization is preferred

Nice To Haves

Advanced degree (MBA/ Masters in HR or equivalent) is a plus
SHRM-SCP or SPHR certification preferred

Responsibilities

Workforce Planning & Talent Acquisition Partner with client leaders on strategic workforce planning, including capability and capacity analysis, organization design, and succession considerations. Identify current and future competency gaps and advise leaders on solutions through talent acquisition and development. Manage the end‑to‑end process for filling vacancies, sourcing candidates internally and externally to meet business and talent needs. Participate on interview panels and advise hiring leaders on selection decisions, particularly for senior or critical roles.
Onboarding, Engagement & Culture Deploy HR programs and initiatives that enhance associate engagement and support an inclusive culture. Support and facilitate team‑building and development activities within client groups. Motivate and recognize associates using appropriate recognition tools and frameworks.
Performance, Development & Talent Management Advise associates and leaders on performance management processes, career planning, and continuous feedback. Support and coordinate salary review and promotion processes in alignment with company guidelines. Identify and enable development opportunities for associates, including regional and country‑specific programs. Identify and leverage internal and external learning resources to close capability gaps. Explore and support functional or cross‑functional opportunities for high‑potential talent. Support preparation of talent review and succession planning discussions, using data and insights to inform decisions.
Employee Relations & Retention Provide guidance on employee relations matters, including conflict resolution, grievances, and performance issues. Support employee movement, market adjustments, and retention strategies in partnership with leaders. Coach leaders and associates on HR policies, processes, and best practices to ensure fair and consistent application.
Change Management & Organizational Effectiveness Support organizational change initiatives within assigned client groups. Prepare and support change communications and execute change management activities. Advise leaders on change impacts, stakeholder engagement, and adoption strategies.
HR Operations, Analytics & Systems Support associates and managers in accessing and using HR systems and self‑service tools. Monitor, analyze, and report on key HR metrics (e.g., turnover, internal movement, engagement), and benchmark results across units where appropriate. Gather, analyze, and share HR data, insights, and reports with HR colleagues and business leaders to support decision‑making.
Projects & Continuous Improvement Participate in and support HR‑related projects aligned to business and HR priorities. Contribute to special initiatives for assigned client groups, applying best practices and a continuous improvement mindset.