Job Information
BD (Becton, Dickinson and Company) HR Director, QA & EHS in Franklin Lakes, New Jersey
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.
Role Summary
Based in Franklin Lakes, New Jersey, this position is responsible for the overall HR strategy and execution for the Global Quality & EHS&S functions. The role serves as a strategic HR Business Partner to the SVP Quality Management and Chief EHS & Sustainability Officer. This role partners with the other strategic leaders within the QA and EHS&S organization facilitating their talent strategies. Also responsible for development of high performing organizations within the client groups.
This HRBP role 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 their client groups. As a member of the extended BD HR team collaborates on design, development, introduction and/or integration of HR processes, practices, programs and initiatives that contribute to individual and company success.
This role is a key member of the QA LT, EHS&S LT and ISCQ HRLT and plays a key part in the development as well as execution of organizational development strategies and capability plans within the organization including HR business partner support toward impacting and progressing the key operational excellence short and long-term objectives and projects.
This role provides HR guidance to all of the HR Business Partners supporting QA at BU & plant level.
Key responsibilities include
Organizational Effectiveness & Development
Aligned to the functional and HR Strategy, the BD Way and BD KDG’s, provides strategic HR business partnering support for Client Leaders, works with the respective regional and other 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.
Develops dashboard and metrics to proactively monitor them. Interprets data, predicts trends and proactively plans for various scenarios based on analysis to inform global business & HR Strategy. Communicates results in a digestible fashion.
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 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.
Presents options to managers 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.
Talent Management
Partners with QA & EHS&S leaders to advise, facilitate and champion talent management strategies to ensure strong succession pipelines for critical roles.
Identifies opportunities and guides leaders to fill competency gaps through talent acquisition and talent development.
Supports Talent development, people engagement, training plan, and upscale of QA/EHS&S associate skill set.
Partners across BD and with Talent Management and Talent Acquisition teams to align top talent to highest priorities while ensuring inclusion and diversity outcomes.
When appropriate participates on the interview team and effectively counsels hiring leaders/teams in selection process for senior roles within their organizations.
Based on the functional guidelines participates in/facilitates the Performance Management process (i.e. calibrate EI at LT levels).
Guides managers 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.
Acts as advisor/approver for select job changes initiated by managers.
Facilitates talent reviews and follow through on development actions by driving accountability in client leaders supports by the HR organization.
Compensation
Provides consultative guidance for compensation and facilitate appropriate compensation reviews in partnership with Total Rewards.
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, required.
Associate Engagement & Relations
Guides managers to AccessHR (when available) for all employee relations and poor performance issues.
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.
Help shape the culture, actively using 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 (when available) to understanding leading and lagging indicators for observed trends.
Develops/defines associate separation strategy.
Manages severance for group separations in partnership with AccessHR (when available), ASC, Legal, etc.
HR Function effectiveness
Is the face of HR to the client groups and lives ‘one HR’ everyday.
Coaches managers to utilize and manage their workforce through Workday.
Partners with the ASC and AccessHR (when available) 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.
Facilitates a warm transfer to the ASC or AccessHR, when appropriate.
Partners with COEs to design, develop and deploy updated processes or changes.
Other Responsibilities
Manages projects or processes contributing to the overall HR community and common agenda per request.
Leads special projects related to the customer groups. Understands the goal, develop and implement project process and develops and presents sound proposals.
Responsible for other duties as assigned.
Experience and education
BS/BA degree in Business Administration, HR Management or related field required.
Advanced degree (MBA/ Masters in HR or equivalent) is a plus
Professional of Human Resources (PHR/SPHR) Certifications or equivalent are a plus.
Minimum of 10 years professional experience in HR, with key HR Generalist Leadership roles that required change management, strategic business partnering, organizational effectiveness/development, employment law, positive employee relations among others.
Global experience is preferred.
Experience working in mid/large complex environments and matrixed organization is preferred.
Experience in organizational design & change management is preferred
Plant HR experience is a plus.
Qualifications
Working knowledge & understanding of all HR related disciplines including: talent acquisition, retention, reward & recognition, development, succession planning, organizational design, etc.
Possesses personal credibility as embodied by proven track record of success, able to instill confidence in others, able to frame complex ideas in useful ways, takes appropriate risks, able to provide candid observations and alternative insights on business issues
Demonstrated success in translating ambiguous business needs into strategies and concrete team and individual development actions. Balances, integrates and manages under conditions of uncertainty, ambiguity and paradox
Organizational savvy to apply managerial courage and maintain relationships when confronted with complex and/or difficult situations
Possesses key process skills such as consulting, problem-solving, evaluation/diagnosis, workshop and meeting design and facilitation
Able to manage change through taking a proactive role in bringing about change and following proven change frameworks
Critical thinking skills are essential.
Action oriented including the ability to make decisions in the face of ambiguity.
Results driven to achieve timely results while multitasking
Demonstrated flexibility in responding to business and environmental needs
Analytical skills demonstrating the ability to extract, format, analyze and interpret data
Excellent communication and influencing skills across multiple levels, functions and cultures
Coaching/mentoring skills
Proficient in Microsoft Office Suite, especially Excel, Power Point, Word
Competencies
Business Acumen - Proficient
Organization Development - Proficient
Building/Developing High Performing Teams - Mastery
Leading and Managing Change - Proficient
HR Integrator - Mastery
HR Analytics - Proficient
HR Advocacy – Mastery
HR Strategy - Proficient
Talent Assessor and Developer - Mastery
Why Join Us?
A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It’s also a place where we help each other be great, we do what’s right, we hold each other accountable, and learn and improve every day.
You will learn and work alongside inspirational leaders and colleagues who are equally passionate and committed to fostering an inclusive, growth-centered, and rewarding culture. You will have the opportunity to help shape the trajectory of BD while leaving a legacy at the same time. And through the organization’s investment in BD University, you will continually level up your tech skills and expertise.
To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you’ll discover a culture in which you can learn, grow and thrive. And find satisfaction in doing your part to make the world a better place.
To learn more about BD visit https://bd.com/careers
Becton, Dickinson and Company is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, or any other protected status.
Primary Work Location
USA NJ - Franklin Lakes
Additional Locations
Work Shift
Becton, Dickinson and Company is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, or any other protected status.