BD (Becton, Dickinson and Company) VP of HR, BDB in San Jose, California
Job Description Summary
This position provides strategic HR Business Partner leadership and support to the BDB business
unit and operates as a trusted strategic advisor to the President, BDB. Additionally, partners with the
President and WWLT in developing business plans and executing strategic initiatives and drives
organizational design and development, organization effectiveness, and workforce planning. Creates
and executes the people and talent strategy for BDB based on business strategy. Leads a team of
HR professionals and orchestrates the integrated delivery of HR support through the COEs, ASCs
and corporate HR functions, while ensuring alignment with business needs and strategic objectives.
Leads the effort towards creating a robust and diverse talent pipeline for key roles and guides the
BDB leadership in creating a high-performance organization. The HR leader will take end to end responsibility for Project Curie working closely with the Operations HR team.
Manages a team of Six to Seven (6-7) – 5 HRBP + 1 HR/Change Program Manager + Indirect team
HR Business Leader:
Organizational Effectiveness & Development
Aligned with business, functional, and HR Strategy and KDGs, provides strategic HR business partnering support for Client Leaders, 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
Continue to be the change advocate in leading the integration, building a High performing team culture and high employee engagement that started in FY20
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.
Strong Teams Operating Model Change Leader:
Drive strategic clarity around the Strong Teams Operating Model with key stakeholders as part of BD 2025 strategy.
Identify and raise awareness to key issues/processes where clarity or change is required to enable the Operating Model to be addressed at BDX-level
Incorporate Strong Teams into Strategic Organizational Planning process to enable agility and empowerment to drive strategic objectives
Ensure appropriate tie to The BD Way to influence behaviors that will predicts success of the model
Talent Management & Acquisition
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
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 (i.e. drive the Strong Teams EI process)
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, required
Associate Engagement & Relations
Drives associate engagement forums and practices, aimed at embedding The BD Way across the BDB organization.
Champions I&D initiatives across BDB and leads from the front in creation and execution of BDB I&D Plans.
Provides strategic HR advisory and execution 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
HR Function Effectiveness
Is the face of HR to the client groups and lives ‘one HR’ every day.
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
Provides coaching, development and servant leadership to direct reports and other HRBPs that work within BDB
Demonstrates and models the BD values and leadership behaviors
EXPERIENCE & EDUCATION:
BS/BA degree in Business Administration, HR Management or related field required.
Advanced degree (MBA/ Masters in HR or equivalent) is highly preferred.
Professional of Human Resources (PHR/SPHR) Certification desired.
Minimum of 15 years professional experience in HR.
Experience driving large scale change and organizational culture is preferred
Experience working in large complex environments and matrixed organization is preferred.
Experience working with other geographies is required.
Primary Work Location
USA CA - San Jose
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.