Director Human Resources

Job Description Summary

Job Description

Be part of something bigger!

BD is one of the largest global medical technology companies in the world and is advancing the world of health by improving medical discovery, diagnostics and the delivery of care. We have over 70,000 employees and a presence in virtually every country around the world to address some of the most challenging global health issues.

RESPONSIBILITIES

Organizational Effectiveness & Development

• Lead Organization Effectiveness and development efforts with business, functional, and HR Strategy and Key Driver Goals, proactive HR business partnering support for Client Leaders, works with the respective LTs and people leaders to identify and resolve the corresponding business needs, create and implement appropriate organizational plans, and build key capabilities required to achieve strategic 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 organizational change initiatives within assigned client units incorporating a methodology that includes: a case for change, identification of primary partners, 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 proactively to improve team performance.
• Presents options to managers on organizational structure, roles & responsibilities, staffing levels, matrix management, etc.
• Contributes significantly to client strategy discussions and decision making
• Demonstrates deep understanding of client market spaces including external talent trends, culture, reward systems, and organization models.

• Sees 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 (TM) and Talent Acquisition (TA) teams to align top talent to the highest priorities
• Participates on key interview teams and strategecially counsels hiring leaders/teams in selection process
• Facilitates the Performance Management process
• Mentors managers with all aspects of the annual performance management and development process
• Collaborates 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

• 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
• Ensures compliance to Pay Equity regulations

• Partners with client groups on employee engagement/retention/team culture initiatives to improve associate experience
• Guides managers to AccessHR for all employee relations and performance issues
• Provides HR advisory support for complex HR issues and activities while liaising with other HR COEs and the legal team
• 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
• Audits and addresses attrition and retention proactively and work closely with AccessHR to understanding leading and lagging indicators for observed trends

• Is the face of HR to the client groups and lives 'OneHR' everyday
• Coaches managers to utilize and handle their workforce through Workday
• Partners with the ASC and AccessHR and consistently meet with both groups to understand trends, discuss called out 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

• Guarantee adherence to all ESA and aligning HR processes accordingly.
• May be asked to lead special projects or processes related to process or program improvements for the global business
• 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.
• Responsible for other duties as assigned.

• BSc/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 (CHRL) Certification desired
• Minimum of 10-15 years professional experience in HR, that included some of the following capabilities: change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
• Experience working in large complex environments and matrixed multinational organization is preferred.

• Excellent communication/influencing skills across multiple levels, functions, and cultures
• Fluency in French is preferred
• Working knowledge & understanding of all HR related subject areas including talent acquisition, retention, reward & recognition, development, leadership planning, organizational design, organisational change etc.
• Productive & results driven including the ability to make decisions in the face of ambiguity
• Able to manage change through taking a proactive role in bringing about change and following proven change frameworks.
• Demonstrated agility in responding to business and environmental needs
• Critical thinking skills
• Interpersonal and organizational savvy
• Coaching/mentoring skills