Director, HR MDS

About the role

The Director, Human Resources provides strategic HR Business Partner leadership and support primarily to two of our Global Platform Teams—Regulatory Affairs and Global Marketing—and serves as the site HR leader for the Salt Lake City BD campus with one direct report. As part of the MDS HR team, this role orchestrates the integrated delivery of HR support through Centers of Excellence (COEs), Associate Service Centers, and corporate HR functions, ensuring alignment with business needs and strategic objectives.

This position influences across the organization, driving strategic thinking from concept to execution. The successful candidate will be self-driven, highly engaged in the business, and a trusted coach and advisor who elevates the performance of collaborators across the enterprise. The role reports to the VP of HR for MDS with dotted-line accountability to client leaders.

Responsibilities

• Organizational Effectiveness & Development
  • Provide strategic HR leadership to identify and resolve talent gaps impacting business outcomes through systemic countermeasures.
  • Coach and mentor within the HR team and lead MDS-wide programs and initiatives.
  • Support client groups through organizational capability and capacity analysis, strategic workforce planning, organization design, associate engagement, and organizational change initiatives.
  • Monitor cross-functional engagement and collaboration, driving improvements in people, process, and operating models.
  • Serve as a trusted advisor to client leaders, aiding in leadership development and career planning.
  • Demonstrate thought leadership in change and transformation, incorporating methodologies such as business case development, stakeholder identification, process mapping, communications planning, and after-action reviews.
  • Develop and conduct team-building strategies to improve team performance.
  • Demonstrate deep business understanding, including external talent trends, culture, reward systems, and organizational models.
  • Participate in the Annual Strategic Planning process, emphasizing talent assessments and solutions.
  • Analyze complex situations and data to build understanding and communicate findings to leadership.
• Talent Management & Acquisition
  • Lead transformation change efforts, partnering with executive leaders on organizational development and design, including M&A integrations and internal restructuring.
  • Identify opportunities to fill capability gaps through talent acquisition and development aligned with business strategies.
  • Consult as a talent advisor to ensure strong succession pipelines for critical roles.
  • Partner with Talent Management and Talent Acquisition teams to align top talent with priorities while ensuring inclusion and diversity outcomes.
  • Participate in annual processes and special projects to serve business needs.
  • Serve on interview teams for senior-level and critical roles, counseling hiring leaders in the selection process.
  • Lead goal setting, alignment, and performance management cycles to drive high-performance team culture.
  • Consult with clients to identify training and development needs and collaborate with the Talent Management COE to present recommendations.
• Total Rewards
  • Provide consultative guidance on compensation, rewards, and facilitate compensation reviews during annual processes, job offers, retention measures, and ad hoc evaluations.
  • Facilitate annual compensation programs within client groups to drive expected outcomes.
  • Create a culture of recognition centered around BD’s values and mindsets.
• Associate Engagement & Relations
  • Provide strategic HR advisory support for complex HR issues and activities.
  • Identify trends and root causes to improve organizational and team engagement.
  • Use data and metrics to drive client engagement and accountability.
  • Monitor and address retention proactively, working with AccessHR to understand leading and lagging indicators.
  • Develop associate separation strategies and manage severance for group separations in partnership with AccessHR, ASC, and Legal.
  • Act as a strategic partner on the site leadership team, including input on site-wide facility decisions.
  • Coordinate site-wide engagement activities to increase sense of belonging and culture.
  • Maintain the HR site budget.
• HR Function Effectiveness
  • Serve as the face of HR to client groups, embodying the ‘one HR’ model.
  • Partner with ASC, AccessHR, and COEs to understand trends, discuss escalated items, and improve outcomes.
  • Drive continuous improvement within the team and function.
  • Focus on the development, growth, engagement, and inclusion of direct reports and the HR team in partnership with the VP.

Qualifications

• BS/BA degree in Business Administration, HR Management, or related field required; advanced degree (MBA/Masters in HR or equivalent) preferred.
• Professional in Human Resources (PHR/SPHR) Certification desired.
• Minimum of 10 years of progressive professional experience as an HR Business Partner, with expertise in change management, strategic business partnering, organizational effectiveness/development, employment law, and people leadership.
• Experience supporting a standalone site is ideal.
• Experience working in mid/large complex and matrixed organizations preferred.
• Experience working with other geographies is required.

Schedule

Salt Lake City-based role, in-office 4 days a week with up to 20% travel required.

Benefits

At BD, you’ll discover a culture where in-person collaboration supports learning, progress, and success. We believe connecting face-to-face fosters deeper collaboration, stronger culture, and faster growth. Join us to reinvent the future of healthcare in a purpose-driven environment.