Senior HR Business Partner

Becton, Dickinson and Company - Franklin Lakes, NJ

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Job Description

Our people make all the difference in our success. Based in the worldwide headquarters of BD in Franklin Lakes, NJ, the Senior HR Business Partner US Region provides strategic HR Business support to leaders within the organization. The role encompasses the 4Cs of the BD HRBP (Credibility, Capacity, Community and Capability) and focuses on a balance mix of day to day workforce management, as well as more strategic change management and organization design/effectiveness activities.

This particular role will involve supporting Commercial Operations and Customer Care within the US region – each headed by a VP and the total client group being ~600 associates. The Senior HR Business Partner US Region is an expert in HR process and business partnership, acts independently and is responsible for end to end support to the assigned client group. He/she acts as a trusted advisor to the business/functional leader and drives the talent agenda and execution of business initiatives by building capability in the team. The role leverages HR CoEs, the Associate Service Center and Access HR to deliver HR tools, processes and relevant data/metrics to the client group. The position reports to HR Director, US Region.

Duties and Responsibilities

  • Be a partner to the Functional Leaders to drive business growth, build talent and advance BD culture. In particular, focus on being an effective ‘business’ partner by understanding business challenges and pro-actively taking steps to implement initiatives.
  • Engage with business partners/leaders to pro-actively identify people-related issues and initiatives, provide business partners/leaders with regular updates on planned activity, advise managers on employee implications of people related business decisions, and act as coach to senior leadership.
  • Responsible for the staffing process by helping drive and build action plans in partnership with Talent Acquisition Team to maintain an active pipeline of talent.
  • Apply total reward concepts to attract, motivate, and retain key employees. Providing associates and business leaders with appropriate information on, and interpretation of, compensation and benefits programs and policies. Work in conjunction with the Total Rewards Team to coordinate the annual merit and PIP process, and take part in discussions and reviewing proposals initiated by managers.
  • Facilitate effective performance management practices by helping to define success, establish measurements, provide feedback, and reward performance. Provide guidance and advice to managers on performance issues and issue resolution.
  • Act as an interface with legal and Access HR teams to ensure timely resolution of employee relation issues and prevent possible disputes or litigation.
  • Responsible for Employee Engagement, New Leader Team Assimilations and Employee Retention. This includes building and executing relevant programs.
  • US region representative to the WW Forum in at least one functional area (Change Management, Talent Management, Total Rewards, HR Transformation)
  • Independently lead and actively participate in at least one US region strategic HR initiative driving the FY19-20 business/HR Agenda.
  • Overall responsible for developing diverse talent in the business/function by creating and executing a plan and by leveraging various forums available across the organization for this purpose.

Scope of Responsibility

  • Sphere Of Influence – The HRBP must be able to build relationships across the matrix and be able to influence a wide set of stakeholders.
  • Must act independently and pro-actively identify issues that impact their client group, make plans and drive the execution.
  • The HRBP sits on the Leadership team of the business unit/function he/she supports and needs to understand and provide inputs into key business decisions like organizational structure and design etc.
  • This becomes especially critical as the right balance of prioritizing between WW business/functional agenda and the regional needs requires deep understanding of business situation and ability to influence stakeholders.
  • Strategic Thinking and Problem Solving-The HRBP role in the sales support areas requires commercial and strategic acumen to be able to support and coach their leaders.
  • Often times, problems may not always be identifiable and sometimes may be ill defined.
  • The HRBPs in US region supporting Commercial Operations and Customer Care must have the capability to deal with this complexity and contribute solutions that have significant impact.


  • Bachelor’s degree required, preferably in HR Management, Business Administration, or related HR field. MBA preferred.
  • Minimum 6-8 years professional experience in Human Resources, in a generalist/HR Partner capacity that required 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, and in a services or manufacturing industry.
  • Professional of Human Resources (PHR/SPHR) Certification desired
  • Proficient in Microsoft Office Suite, especially Excel, PowerPoint, Word, and Outlook.
  • Workday or other HRIS system experience.
  • Experience in integration situations and/or innovative sales and marketing organizations
  • Strong HR process and business partnering experience.
  • Strong communication skills, and executive presence.
  • Strong influencing skills across multiple levels, functions and cultures with a sense of urgency and ability to navigate the organizational dynamics.
  • Organization Design and Change Management experience preferred.
  • Building trust and collaboration, Conflict management and Managerial courage
  • Organizational savvy to apply managerial courage and maintain relationships when confronted with complex and/or difficult situations
  • Demonstrated success in translating ambiguous business needs into strategies and concrete team and individual development actions
  • 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.
  • Interpersonal and Political Savvy
  • Coaching/mentoring skills

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