Sr. Manager, HRBP - Human Capital

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We are the makers of possible

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 Med Tech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities.

We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you’ll be supported to learn, grow and become your best self. Become a maker of possible with us.

The Sr. HR Manager (Human Capital Partner) plays a critical role in supporting Global Manufacturing, Global Supply Chain, Global Procurement and their central teams. The role supports associates and managers by providing guidance on HR related topics, including performance management, career conversations, Total Reward, associate engagement, communications, and employee relations. This position also supports the business related to attracting, engaging, building, and retaining talent throughout the organization.

The role may also take on additional responsibilities, such as HR analytics, talent review preparation, and project management, as the role evolves to meet organizational needs.

The Sr. HR Manager will interact mainly with middle management leaders and at times with senior management leaders. The role will report directly to the Sr. HR Director Operational Performance with a strong matrix reporting to the Sr. Director, Global Supply Chain & EMEA Manufacturing and the Associate Director, North America Supply Chain & Global Procurement.

• Partner with client leaders on strategic workforce planning, including capability and capacity analysis, organization design, and succession considerations.

• Identify current and future competency gaps and advise leaders on solutions through talent acquisition and development.

• Manage the end‑to‑end process for filling vacancies, sourcing candidates internally and externally to meet business and talent needs.

• Participate on interview panels and advise hiring leaders on selection decisions, particularly for senior or critical roles.

• Deploy HR programs and initiatives that enhance associate engagement and support an inclusive culture.

• Support and facilitate team‑building and development activities within client groups.

• Motivate and recognize associates using appropriate recognition tools and frameworks.

• Advise associates and leaders on performance management processes, career planning, and continuous feedback.

• Support and coordinate salary review and promotion processes in alignment with company guidelines.

• Identify and enable development opportunities for associates, including regional and country‑specific programs.

• Identify and leverage internal and external learning resources to close capability gaps.

• Explore and support functional or cross‑functional opportunities for high‑potential talent.

• Support preparation of talent review and succession planning discussions, using data and insights to inform decisions.

• Provide guidance on employee relations matters, including conflict resolution, grievances, and performance issues.

• Support employee movement, market adjustments, and retention strategies in partnership with leaders.

• Coach leaders and associates on HR policies, processes, and best practices to ensure fair and consistent application.

• Support organizational change initiatives within assigned client groups.

• Prepare and support change communications and execute change management activities.

• Advise leaders on change impacts, stakeholder engagement, and adoption strategies.

• Support associates and managers in accessing and using HR systems and self‑service tools.

• Monitor, analyze, and report on key HR metrics (e.g., turnover, internal movement, engagement), and benchmark…