Director, HR MDS

Director, Human Resources

The Director, Human Resources provides strategic HR Business Partner leadership and support primarily to two of our Global Platform Teams, Regulatory Affairs, Global Marketing and serves as the site HR leader for the SLC BD campus with one direct report. As partof the MDS HR team, we orchestrate the integrated delivery of HR support through the COEs, Associate Service Centers, and corporate HR functions, while ensuring alignment with business needs and strategic objectives. This role will influence across the organization and drive strategic thinking across clients and initiatives from concept to planning to execution. The successful candidate will be self-driven, highly engaged in the business, and a trusted coach and advisor who believes that delivery excellence is essential and seeks to elevate the performance of those they collaborate with across the enterprise. This role reports into the VP of HR for MDS with dotted line accountability to their client leaders.

Responsibilities:

• Aligned with business objectives across multiple business lines and functions, provides strategic HR leadership to leaders and teams to identify and resolve talent gaps impacting business outcomes and addressing through systemic counter measures. Will coach and mentor within HR team and lead MDS -wide programs and initiatives.
• Lead and support client groups through organizational capability and capacity analysis, strategic workforce planning, organization design, associate engagement, and organizational change initiatives to deliver talent needed to drive business outcomes. Monitor platform team cross functional engagement, collaboration and proactively engage in driving improvements in people, process, and operating models where appropriate.
• Serve as a trusted advisor and consultant to client leaders as they deliver their business and functional plans while aiding in their own leadership development journey and career planning.
• Demonstrate thought leadership in change and transformation excellence that drive continuous improvement into the business. Incorporate change 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.
• Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance.
• Demonstrate deep understanding of the business including external talent trends, culture, reward systems, and organization models. Participate in Annual Strategic Planning process emphasizing talent assessments, needs, and solutions over the planning period.
• Engage in 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 leadership team in a coherent manner.

Talent Management & Acquisition

• Serve as a key leader for implementation of transformation change efforts while partnering with executive leaders and may lead/coach other HR colleagues on any organizational development and design efforts. This end- to- end work may be focused on M&A and integrations, internal restructuring, or other organizational assessment and change needs aligned with business growth strategies.
• Identify opportunities and guide leaders to fill capability gaps through talent acquisition and development aligned with business strategies. Monitor and track success and delivery.
• Consult as a talent advisor, facilitator, and champion to ensure strong succession pipelines for critical roles.
• Partner with Talent Management and Talent Acquisition teams to align top talent to the highest priorities while ensuring inclusion and diversity outcomes. Participate in annual processes and special projects as needed to serve the needs of our business.
• Participate on the interview team for senior level and critical roles, and counsel hiring leaders/teams in selection process.
• Leverage and lead teams through goal setting, alignment and performance management cycles driving high performance team culture and outcomes within the business.
• Consult 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.

Total Rewards

• Provide consultative guidance for compensation, rewards and facilitate appropriate compensation reviews during annual processes, job offers, retention measures as well as ad hoc evaluation needs based on client group / BU strategies.
• Facilitate annual compensation programs within client groups driving to expected outcomes and timely deliveries.
• Create culture of recognition centered around BD's values and mindsets.

Associate Engagement & Relations

• Provide strategic HR advisory support for complex HR issues and activities
• Identify trends and root causes as opportunities to improve organizational/team and associate engagement.
• Actively use data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization.
• Monitor and address retention proactively and work closely with AccessHR (employee relations COE) to understand leading and lagging indicators for observed trends.
• Develop/define associate separation strategy & manage severance for group separations in partnership with AccessHR, ASC, Legal, etc.
• Act as a strategic partner on the site leadership team, including input on site-wide facility decisions
• Coordinate site-wide engagement activities to increase sense of belonging and culture
• Maintain HR site budget

HR Function Effectiveness

• Serve as the face of HR to client groups and lives 'one HR' model.
• Partner with the ASC, AccessHR, CoEs and consistently meet with both groups to understand trends, discuss escalated items, improve outcomes, and deliver updated processes and changes, etc.
• Drive continuous improvement within team and function. Focus on development, growth, engagement and inclusion of direct report and HR team in partnership with VP.

Qualifications:

• 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 10 years progressive professional experience as HRBP with experience that requires change management, strategic business partnering, organizational effectiveness/development, employment law, and prior people leadership experience.
• Ideally experienced in supporting a stand alone site.
• Experience working in mid/large complex environments and matrixed organization is preferred.
• Experience working with other geographies is required.
• Salt Lake City based role, in office 4-days a week.
• Travel required up to 20%.

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.

Becton, Dickinson and Company is an Equal Opportunity Employer. We evaluate applicants without regard to 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, and other legally-protected characteristics.