BD (Becton, Dickinson and Company) Associate Director, HR in San Agustin del Guadalix, Spain

Job Description Summary

Based in San Agustin, Spain this position is responsible for the overall HR strategy and execution for Iberia, with primary focus on the Commercial Organization but oversight of all plants and sites in the region. The HR Associate Director is the HR Business Partner to the CGM Iberia and his/her leadership team, in addition the HR Associate Director is member of the Commercial Leadership Team as well as the EMEA HR Leadership Team.

Job Description

Based in San Agustin, Spain this position is responsible for the overall HR strategy and execution for Iberia, with primary focus on the Commercial Organization but oversight of all plants and sites in the region. The HR Associate Director is the HR Business Partner to the CGM Iberia and his/her leadership team, in addition the HR Associate Director is member of the Commercial Leadership Team as well as the EMEA HR Leadership Team.

The HR Associate Director and his/her team provides insight into talent management decisions, supports leaders in driving people and capability objectives, and provides a full-range of strategic HR Business partner support to the client groups. As a member of the HRLT in EMEA the role also contributes and drives Pan EMEA initiatives as well as collaborates on design, development, introduction and/or integration of HR processes, practices, programs and initiatives that contribute to individual and company success.

The role covers as mentioned the following client groups/sites:

Commercial Organization in Iberia with main hub in Spain

Manufacturing site (dual responsibility with Global Operations) in

  • Fraga

  • San Agustin

  • Almaraz

Main focus of the role are:

Business Partner: Contributes to the overall development of the business strategy for key internal customer groups located in Iberia (Commercial, Plants). Partners with business leaders to develop an HR strategy that helps drive the overall business strategy. Identifies the internal and external resources that are needed to accomplish the HR strategy and monitors progress toward its key objectives.

Talent Management: Based on the business strategy, works with the respective Leadership Teams to identify, design and implement appropriate organizational structures, talent and capabilities required to achieve business objectives. Assesses the competencies that are required for the businesses to meet their strategic objectives, and the capability of the organization to maximize business opportunities. Identifies opportunities to close competency gaps through talent development and acquisition.

Total Rewards: Uses organizational design work and collaborates with the Total Rewards to benchmark and identify solutions for compensation and benefit plans which better support business strategies. Leverages compensation tools to ensure that rewards are aligned with business objectives and are rewarding high performing talent.

Leads the business leadership team discussion of HR issues. Influences this team to introduce HR programs and initiatives. Identifies opportunities and problems that require decisions and approval by the business LT. Gathers and presents the relevant information to enable the LT to understand and take action regarding HR-related business needs and opportunities.

Analyzes metrics, reports and data from the Associate Service Center and other sources. Shares relevant information with the business unit/region LT. Determines how this information should drive change and continuous improvement across the business unit/region.

Evaluates internal and external HR related tools/options for solving business problems. Provides recommendations to the business unit/regional leadership team, and is responsible for developing important internal and external relationships.

RESPONSIBILITIES

Organizational Effectiveness & Development

  • Aligned to the functional and HR Strategy and KDG’s, provides strategic HR business partnering support for Client Leaders, works with the respective regional and other 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.

  • 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 managers 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.

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

  • When appropriate participates on the interview team and effectively counsels hiring leaders/teams in selection process for senior roles within their organizations.

  • Based on the functional guidelines participates in/facilitates the Performance Management process (i.e. calibrate PxP at LT levels).

  • Guides managers to escalate issues of poor performance 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.

  • Acts as advisor/approver for select job changes initiated by managers

  • Facilitates talent reviews and follow through on development actions by driving accountability in client leaders supports by the HR organization

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

  • Guides managers for all employee relations including works council and poor performance issues

  • 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 to understanding leading and lagging indicators for observed trends

  • Develops/defines associate separation strategy

  • Manages severance for group separations in partnership ASC, Legal, etc

HR Function effectiveness

  • Is the face of HR to the client groups and lives ‘one HR’ everyday

  • Coaches managers to utilize and manage their workforce through Workday

  • Partners with the ASC and AccessHR (when available) 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

  • Facilitates a warm transfer to the ASC or AccessHR, when appropriate

  • Partners with COEs to design, develop and deploy updated processes or changes

Lead HR Teams

  • Leads and continues building highly capably HR team across Iberia including full and dotted lines reports.

  • Establishes performance objectives and priorities, making sure both the strategic objectives and country compliance priorities are executed and accounted for.

  • Manages performance, provide guidance and coaching to the full lines reports, and input to dotted line reports.

Other Responsibilities

  • Manages projects or processes contributing to the overall HR community and common agenda per request.

  • Leads special projects related to the customer groups. Understands the goal, develop and implement project process and develops and presents sound proposals.

  • 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.

  • Responsible for other duties as assigned.

EXPERIENCE & EDUCATION

  • BS/BA degree in Business Administration, HR Management or related field required.

  • Advanced degree (MBA/ Masters in HR or equivalent) is a plus

  • Minimum of 10 years professional experience in HR, with at least 5 - 7 in key HR Generalist Leadership roles that required change management, strategic business partnering, organizational effectiveness/development, employment law, positive employee relations among others.

  • Experience in partnering with diverse client groups, manufacturing would be a plus

  • Global experience is preferred, understanding and experience with several countries in Europe is a plus.

  • Experience working in mid/large complex environments and matrixed organization is preferred.

  • Experience in employee relations and works council management and strategy

  • Experience in working with others in the process of restructuring an organization (organizational design).

KNOWLEDGE & SKILLS

  • Ability to build and effectively communicate strategy

  • Working knowledge & understanding of all HR related disciplines including: talent acquisition, retention, reward & recognition, development, succession planning, organizational design, etc

  • 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

  • Results driven to achieve timely results while multitasking

  • Demonstrated flexibility in responding to business and environmental needs

  • Analytical skills demonstrating the ability to extract, format, analyze and interpret data

  • The ability to lead project teams through influence and by focusing on the team goal and simplifying the process to achieve it

  • Possesses key process skills such as consulting, problem-solving, evaluation/diagnosis, workshop and meeting design and facilitation

  • 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

  • Able to manage change through taking a proactive role in bringing about change and following proven change frameworks.

  • Builds supportive relationships with others

  • Challenges the status quo

  • Balances, integrates and manages under conditions of uncertainty, ambiguity and paradox

  • Interpersonal and Cross-cultural Savvy

  • Excellent communication and influencing skills across multiple levels, functions and cultures

  • Coaching/mentoring skills

HR COMPETENCIES

  • Business Acumen - Proficient

  • Organization Development - Proficient

  • Building/Developing High Performing Teams - Mastery

  • Leading and Managing Change - Proficient

  • HR Integrator - Mastery

  • HR Analytics - Proficient

  • HR Advocacy – Mastery

  • HR Strategy - Proficient

  • Talent Assessor and Developer - Mastery

Primary Work Location

ESP San Agustin del Guadalix

Additional Locations

Work Shift

BD is a leading global medical technology company that creates medical technology, devices and laboratory equipment for a variety of needs across the healthcare continuum. At BD, we are looking for candidates who possess passion, innovative solutions and a commitment to our one mission of improving access to groundbreaking medical and biotechnology services for people near and far, delivering state-of-the-art technology and cutting-edge research in the battle to fight and cure infectious diseases. With a global reach that extends across 50 countries worldwide, our network of professionals collaborates on effective measures to deliver enhanced patient quality such as lower health care delivery costs, improved health care and safety, and expanded health care for all. Join our company and see how you can become a part of one global mission to make a difference in human health.