Jobs

Search Jobs by Chamber Member Companies

Click "visit website" to view each company's career opportunities

Click here to see Internships

Human Resources Business Partner

Becton Dickinson (BD)
Job Description

Human Resources Business Partner

Job Description Summary

 

 

Job Description

POSITION SUMMARY

Reporting to Sr HR Manager, this position serves as HR Business Partner for the assigned Client Group.  Interface with the Associate Service Center (ASC) to provide high quality and timely HR services to the diverse population served.  Ensures the work group focuses strategic and tactical cross culturally competent interventions in-line with agreed-upon HR strategy; works with the ASC and Service Delivery Leaders to properly broker services between the managers/functional leaders, associates and the ASC. Ensures work group interprets and applies corporate policy as appropriate. 

 

DUTIES AND RESPONSABILITIES

Leads the effective execution of all primary BD HR processes for the assigned San Diego Site. Leads the effective definition, deployment, and training of all site-specific and BD HR practices which incorporates clear accountability for HR, site leadership members, people managers, and associates.  Partners with the ASC to administer HR practices, including:  Talent Management, Organizational Capability and Capacity Analyses and Planning, Recruitment and Selection, positive employee relations, associate engagement, diversity awareness, associate communications, headcount management, requisition processing, new associate orientation, compensation and benefits administration. Provides HR consultation on all transactions that impact people and teams. Assists leadership to create work environments & reward systems that keep associates stimulated and the team and organization productive. Facilitates change management initiatives for the assigned Site. Consults with designated clients on organizational development and effectiveness, inclusive of assessment and diagnostics, contracting and action planning, implementation, evaluation and follow-up. Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance.  Leads discussions on decisions affecting reductions-in-force or layoffs (voluntary & involuntary).  Objectively assesses and brings to resolution employee relations issues, claims and charges.  Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Coaches clients at all levels, providing timely and constructive feedback to help them improve their leadership effectiveness. Engages hiring managers to establish position requirements, necessary skills & competencies for current & future needs, successful recruitment strategy including sourcing, effective advertisements, etc. Leads the hiring manager and his/her team through effective assessment and selection methodologies. Consults hiring manager on job offer and other conditions of offer to ensure competitiveness, including relocation and ex-patriate assignments where appropriate. Consults with managers on all pay-related decisions including merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments. Works with site leadership member during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers. Develops site reward programs as appropriate. Assists managers with all aspects of the annual performance management and development process. Ensures legal compliance and provides constructive feedback to evaluator to improve quality of evaluation where necessary.  May serve as a process owner for one or more sub-region HR process (i.e., HRP, PMP, Compensation Planning, Training and Development), managing special projects or processes related to process or program improvements for the sub-region.  Responsible for other duties as assigned.

 

KNOWLEDGE AND SKILLS

 

Exceptional influencing skills. Ability to effectively consult with and counsel leaders and associates at all levels in the organization. In depth knowledge of labor/employment laws, trends and practices relevant to site Effective platform training and presentation skills. Deep understanding of the drivers of employee engagement. Strong organizational and time management skills Exceptional organizational agility, able to work effectively in a highly matrixed environment. Proficient in Microsoft Office Suite Continuous improvement skills/training highly desirable.

 

EDUCATION AND EXPERIENCE

  • BBA or BS, Human Resources, HR Management HHRor related field.
  • Minimum of 5 years HR generalist experience (or equivalent in Specialist areas)
  • Experience in 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.  
  • Consultation experience, functional expertise,
  • Prior experience in people management; proven skills in leading teams/projects
  • Industry experience:
  • Experience working in mid/large complex environments and matrix management
  • Multiple site experience
  • SPHR/PHR a plus.
Contact Information