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HR Manager

Apply Now Job ID R-342748 Date posted 07/24/2019

Job Description Summary

Exciting opportunity for a high-performing, strategic and dynamic Sr. HR Business Partner who wants to make a difference! The role will be reporting to the Director, HR of Operations and Quality for the Medical Segment and will provide strategic HR support for the Broken Bow, Nebraska Manufacturing Facility. Works closely with the Plant Leaders and associates in partner groups, ensuring implementation of human resources and leadership practices, processes and programs that support organizational effectiveness and associate development. As a member of the BD HR team, collaborates on design, development, introduction and/or integration of HR processes, practices, programs and initiatives that contribute to individual and company success.

Job Description

Essential Functions 
•    Partners with the Broken Bow Plant Leadership Team to ensure effective and planful execution of all primary annual BD Human Resources processes for the business, i.e., Human Resources and Succession Planning, Performance Management and Development Planning, Compensation Planning. 
•    Identifies organizational needs and leads local efforts to ensure effective definition, deployment and training around all business-specific and BD HR practices, which incorporates clear accountability for HR, Leadership Team members, People Managers, and other Support Associates. Sample practices include: Talent Management, Organizational Capability and Capacity Analyses and Planning, Recruitment and Selection, Positive Employee Relations, Associate Engagement, Diversity Awareness, Associate Communications, Headcount management and requisition processing, New Associate On-Boarding, Compensation and Benefits Administration. 
•    As a member of the plant LT (Leadership Team), provides coaching in Destination/Vision/Mission and Business Planning, Talent Management and Succession Planning, Organizational Design and Development, Competency Analyses, Employee Relations, Staffing and Selection, Training and Development, Coaching, Leadership Development, Team Development, HR services delivery, Compensation and Benefits planning and administration and Associate Engagement. 
•    Consults with managers on organizational structures, roles & responsibilities, staffing levels, etc. 
•    Works with Plant Manager to design and evaluate effective staffing models. Manages change, as needed, when business needs require modifications to established models. 
•    Coaches managers and supervisors at all levels, providing timely and constructive feedback to help them improve their leadership effectiveness. 
•    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. 
•    Identifies retention issues and recommends creative solutions to address them. 
•    Assists leadership to create work environments & reward systems that keep the associates stimulated and the team and organization productive. 
•    Thoroughly assesses all recommendations for severe disciplinary action, ensuring consistency with Company policies and practices. Proactively involves other leadership (e.g., Plant Managers, Director/VP of Operations, Director/VP of HR, etc.) and/or BD/Outside legal as necessary. Analyzes data and presents conclusions to management when appropriate. 
•    Works with the Talent Acquisition team and hiring managers to effectively & efficiently identify and fill vacancies with high caliber associates at competitive wages. 
•    Consults hiring manager on AAP-related goals that affect recruitment activity. 
•    Overall responsibility for the Year-End Compensation Planning process. 

Performance Management 
•    Assists managers with all aspects of the annual performance management and development process. 
•    Counsels managers on effective documentation practices for all levels of performance, ensuring consistency in criteria for exceptional performance; appropriate supporting information for performance noted as marginal or below expectations; and well-connected Development Plans to address weaknesses and capitalize on strengths. 
•    Provides direction for the contracted Industrial Nurse in order to actively case manage all Worker’s Comp claims. Provides Accident/Worker’s Comp reporting to Plant Leadership Team members, with detailed progress against established plant goals. 
•    Shares responsibility for facility security program with Facilities Superintendent. 

Legal & Compliance 
•    Serves as the site’s Equal Opportunity Employment manager, assuring compliance with all EEOC requirements. 
•    Coordinates the annual Affirmative Action Plan update, assuring Plant Leadership is aware of areas of underutilization and goals for the fiscal year. 
•    Works with BD & outside Legal Counsel to assure all policies and practices are written fairly and are compliant with all legal requirements. Promptly and thoroughly investigates and addresses all complaints and/or legal actions. 
•    Ensures compliance with company and government requirements including, BD Ethics Policy, EEO, AAP, etc. 
•    Conducts training programs when required, i.e. Sexual Harassment, Performance Management Training, Diversity Awareness, etc. 
•    Responsible for all local policy development/implementation. 
•    Responsible for implementing BDX, WW Business Unit, Division procedures as required. 

Other HR Partner Responsibilities 
•    Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. 
•    Participates in development of methodologies, operating practices, work systems, techniques, tools and evaluation criteria for projects, programs and people. 
•    Responsible for the satisfactory operation of cafeteria/vending services and other recreational and wellness programs. 
•    Responsible for other duties as assigned. 


QUALIFICATIONS

Education & Experience
•    Bachelor's degree in HR, Business, Psychology or a related field required. Master's in HR, I/O Psychology or a related field preferred. 
•    8-10 years’ experience in the field of HR required, with a strong knowledge of all HR functions as key business levers. Has worked in a generalist capacity that required experience specialization in one or more functional areas such as change management, organizational effectiveness/development, recruitment/selection, compensation, positive employee relations, performance management, HRIS or employee and management training/development, policy development and administration, and employment law. Will consider minimum of 5-five years of exempt-level experience with a Master’s degree in Business or Human Resources. 
•    Extensive HR client experience preferred. Total experience to include project and process leadership responsibility. 

Knowledge, Skills & Abilities
•    Experience supporting a diverse client group including clients ranging from non-exempt to professional business functions. 
•    Excellent communication and influencing skills across multiple levels, functions and cultures with a sense of urgency required. 
•    Proven experience working with others in the process of restructuring an organization (organizational design). 
•    Proficient in Microsoft Office Suite, especially Excel, PowerPoint, Word, and Outlook. 
•    Workday or other HRIS system experience. 
•    Experience working in large complex environments and matrixed organization is highly desirable. 
•    Ability to interface with various business clients and adeptly navigate a variety of business opportunities and challenges. The ability to come up to speed quickly and apply best practices in various settings is a key skill 
•    Action oriented including the ability to make decisions in the face of ambiguity 
•    Process thinking and ability to provide project execution leadership to HR solutions 
•    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.#LI-SUPP.

Primary Work Location

USA NE - Broken Bow

Additional Locations

Work Shift

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Becton, Dickinson and Company is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of 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, or any other protected status.

All applicants should complete the on-line application process. BD is committed to working with and providing reasonable accommodations to individuals with disabilities. If you require assistance or an accommodation because of a disability to participate in the application process, please call 855-BD-HELPS (855-234-3577) or email asc.americas@bd.com