Manager, Human Resources Business Partner

We are the people who give possibilities purpose BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it’s no small feat. It takes the imagination and passion of all of us—from design and engineering to the manufacturing and marketing of our billions of MedTech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities. Job Description Overview: The Manager , Human Resources Business Partner provides HR partnership and day‑to‑day consultation to their assigned client group. As part of the MMS HR team, this role reports to the Director, HR and partners with business leaders to align people strategies with business objectives and ensures the effective delivery of HR programs through close collaboration with HR Centers of Excellence (COEs) and the Associate Service Center (ASC). The HRBP is a trusted advisor and coach to leaders, influencing workforce decisions across talent, performance, engagement, and organizational effectiveness. This role brings A.I. proficiency, strong business acumen, analytical thinking, and sound judgment to help leaders navigate complexity, drive performance, and enhance employee experience. Key Responsibilities Organizational Effectiveness & Business Partnership Serve as the primary HR advisor to aligned leaders, enabling effective execution of business and functional plans. Partner with leaders on organizational design, role clarity, staffing models, and capacity planning, ensuring alignment to near- and mid-term business needs. Lead and support organizational effectiveness initiatives, including team development, change enablement, and organizational announcements. Apply strong understanding of organizational dynamics to influence decisions and provide practical, business-focused recommendations. Translate qualitative insights and quantitative data into clear guidance for leaders, balancing consistency with situational judgment. Talent Management, Performance & Succession Own and drive execution of annual people processes, including goal setting, performance management, talent reviews, and succession planning for assigned client groups. Act as a talent advisor and facilitator, enabling leaders to assess performance, potential, and readiness for critical roles. Coach leaders on effective performance management practices, including feedback quality, documentation standards, and alignment with AccessHR, legal and policy requirements. Partner with the Talent Management COE to identify development needs, surface trends, and support targeted solutions aligned to business priorities. Ensure succession pipelines and development actions are practical, actionable, and connected to future organizational needs. Talent Acquisition & Workforce Planning Partner with leaders and Talent Acquisition to define role requirements, hiring strategies, and workforce plans aligned to business demand. Support staffing decisions by providing guidance on structure, role scope, and internal talent movement. Advise on job offers to ensure internal equity, market competitiveness, and alignment with compensation frameworks and diversity objectives. Total Rewards Provide consultative guidance on compensation, including offers, retention considerations, and internal equity assessments. Partner with Total Rewards to execute and ensure integrity of annual compensation planning, merit cycles, and ad hoc reviews. Enable leaders to use rewards thoughtfully as a lever to reinforce performance, retention, and organizational priorities. Employee Relations & Engagement Partner closely with AccessHR to provide strategic and consistent guidance on employee relations matters, escalating and resolving issues as appropriate. Proactively monitor engagement, morale, attrition, and retention trends using both data and frontline insights. Enable leaders to address engagement risks early and implement practical, sustainable mitigation actions. Support and reinforce positive employee experience through sound judgment, fairness, and consistency. HR Analytics, Process Ownership & Insights Own the quality and effectiveness of core HR processes for the client group, identifying opportunities for improvement and driving adjustments in partnership with COEs. Analyze HR metrics and trends related to performance, retention, engagement, and workforce health. Generate recurring and ad hoc insights using Workday, Excel, Visier, Power BI, and related tools to inform decision-making. Ensure leaders are enabled to effectively manage their workforce using HR systems and standardized tools. HR Delivery & Cross-Functional Collaboration Serve as the integration point between leaders, COEs, and the Associate Service Center to ensure seamless HR service delivery. Leverage COEs effectively while maintaining ownership of outcomes and the leader experience. Champion consistent HR practices and the “One HR” operating model while allowing for appropriate flexibility based on business context. Lead or contribute to special projects and initiatives that enhance HR capabilities, scalability, and effectiveness. Qualifications Required Bachelor’s degree in Business Administration, Human Resources, or related field Minimum of 5 years of progressive HR Business Partner experience Strong working knowledge of employment laws and HR best practices Proven ability to work independently and exercise sound judgment in ambiguous situations Strong consulting, problem‑solving, and stakeholder management skills Excellent verbal and written communication skills, from frontline to executive audiences Proficiency in Excel and Microsoft Office suite Ability to thrive in a fast‑paced, highly matrixed, and changing environment Preferred Advanced degree (MBA or Master’s in HR or related field) PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification Experience supporting field‑based or geographically dispersed teams Experience in mid‑to‑large, global, matrixed organizations Other details: Travel required up to 20%. At BD, we prioritize on‑site collaboration because we believe it fosters creativity, innovation, and effective problem‑solving, which are essential in the fast‑paced healthcare industry. For most roles, we require a minimum of 4 days of in‑office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work‑life balance. Remote or field‑based positions will have different workplace arrangements which will be indicated in the job posting. For certain roles at BD, employment is contingent upon the Company’s receipt of sufficient proof that you are fully vaccinated against COVID‑19. In some locations, testing for COVID‑19 may be available and/or required. Consistent with BD’s Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law. To learn more about BD visit 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. Primary Work Location USA CA - San Diego Bldg A&B Work Shift At BD, we reward, support and develop our associates through our comprehensive Total Rewards program. We are committed to attracting and retaining high quality talent by providing reward and recognition opportunities that promote a performance‑based culture, as well as a competitive package of compensation and benefits programs. You can learn more on our career site under “Our Commitment to You.” Our salary or hourly rate ranges reward associates fairly and competitively. We regularly review these ranges and factors, such as location, contribute to the range displayed. Our pay is based on the role and the necessary skills and education to perform it successfully. The salary or hourly rate offered is determined by the role’s specific requirements, including any applicable step rate pay system at the work location. Salary or hourly pay ranges are influenced by labor laws and Collective Bargaining Agreement (CBA) requirements applicable to the work location which may also affect the workplace arrangement of the role. #J-18808-Ljbffr