Vice President, HR - Surgery

Vice President, HR - Surgery

This position provides strategic HR business partner leadership and support to the Surgery business unit and operates as a trusted strategic advisor to the WWW President, Surgery. 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 Surgery 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 SURGERY leadership in creating a high-performance organization. The Vice President, HR - Surgery reports into the Senior Vice President, HR and Organizational Effectiveness.

This role must be based (4 days per week) in BD's Surgery office in Warwick, Rhode Island.

Responsibilities :

• 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
• 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 stakeholders, 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.
• 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. calibrate PxP at LT levels)
• 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.
• Compensation
• 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
• Provides strategic HR advisory 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
• Develops / defines associate separation strategy & manages severance for group separations in partnership with AccessHR, ASC, Legal, etc.
• 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
• Strong Teams Operating Model Change Leader
• Drive strategic clarity around the Operating Model with key stakeholders as part of BD 2030 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

Experience & Education :

The Company is currently operating under an office-first culture, which is defined as a minimum of four days per week in the office Monday through Thursday with flexible Fridays. Local or company policies may apply. BD may change your work arrangement based on business needs. This role will be based in Warwick, RI.

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.