Associate Director Human Resources

Organizational Effectiveness & Development

• Aligned with business objectives across multiple business lines and functions, provides strategic HR leadership to leaders and teams to identify and resolve talent gaps impacting business outcomes and addressing through systemic counter measures.
• Lead and support client groups through organizational capability and capacity analysis, strategic workforce planning, organization design, associate engagement, and organizational change initiatives to deliver talent needed to drive business outcomes.
• Serve as a trusted advisor and consultant to client leaders as they deliver their business and functional plans while aiding in their own leadership development journey and career planning.
• Demonstrate thought leadership in change and transformation excellence that drive continuous improvement into the business. Incorporate change 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.
• Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance.
• Demonstrate deep understanding of the business including external talent trends, culture, reward systems, and organization models.
• Engage in 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 leadership team in a coherent manner.

Talent Management & Acquisition

• Serve as a key leader for implementation of transformation change efforts while partnering with executive leaders and senior HR colleagues on any organizational development and design efforts. This end-to-end work may be focused on M&A and integrations, internal restructuring, or other organizational assessment and change needs aligned with business growth strategies.
• Identify opportunities and guide leaders to fill capability gaps through talent acquisition and development aligned with business strategies. Monitor and track success and delivery.
• Consult as a talent advisor, facilitator, and champion to ensure strong succession pipelines for critical roles.
• Partner with Talent Management and Talent Acquisition teams to align top talent to the highest priorities while ensuring inclusion and diversity outcomes.
• Participate on the interview team for senior level and critical roles, and counsel hiring leaders/teams in selection process.
• Leverage and lead teams through goal setting, alignment and performance management cycles driving high performance team culture and outcomes within the business.
• Consult with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and works with the Talent Management COE to present recommendations as part of organizational training needs assessment.

Total Rewards

• Provide consultative guidance for compensation, rewards and facilitate appropriate compensation reviews during annual processes as well as ad hoc evaluation needs across the full total rewards spectrum.
• Facilitate annual compensation programs within client groups driving to expected outcomes and timely deliveries.
• Provides consultation and benchmarking insights for job offers, retention measures, etc. based on strategic needs.
• Create culture of recognition centered around BD’s values and mindsets.

Associate Engagement, Relations

• Provide strategic HR advisory support for complex HR issues and activities. Help teams work together most effectively and aligned to the BD Way.
• Actively use data and analytics to understand and identify trends, root causes and actions to improve associate engagement, retention, inclusion, capabilities and other talent attributes within client organizations.
• Address employee relations challenges proactively and work closely with AccessHR (employee relations COE) to understand leading and lagging indicators for observed trends and counter measures.
• Work closely with Legal, AccessHR and other COEs as needed to address people/business needs

EXPERIENCE & EDUCATION:

• BS/BA degree in Business Administration, HR Management or related field required.
• Minimum of 10 years professional experience in HR, most of which has been as a HR strategic business partner for multiple parts of the business.
• Advanced degree (MBA/ Masters in HR or equivalent) and/or HR certification preferred.
• Experience working in mid/large complex, multiple geography environments and matrixed organization is preferred.
• Strong critical thinking, data analysis and org design skills required.

This role is in-office 4-days per week in Durham.