Sr. HR Generalist or HR Analyst

Accountabilities

• ORGANIZATIONAL EFFECTIVENESS & DEVELOPMENT
• Works with client leaders to efficiently and effectively execute all annual BD Human Resources processes for client organizations.
• Assists client groups with organizational capability and capacity analyses and planning, organization design, employee relations, associate engagement, organizational announcements.
• Acts as the trusted advisor of client leaders to assist 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.
• Develop & conduct 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.
• Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc, and presents recommendations as part of organizational training needs assessment.
• In conjunction with HR Director, leads discussions on all decisions affecting reductions-in-force or layoffs (voluntary & involuntary) within their client organizations. Assists with the development and execution of such plans.
• Provides guidance to clients to objectively assess and bring to resolution employee relations issues, claims and charges. Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement.
• STAFFING
• Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills & competencies for current & future needs and successful recruitment strategy including sourcing.
• Leads the hiring manager and his/her team through effective assessment and selection methodologies using the company’s behavioral based selection methodology.
• Participates on the interview team
• Consult hiring manager on job offer and other conditions of offer to ensure internal and external equity and competitiveness, including relocation and expatriate assignments where appropriate.
• COMPENSATION
• Consults with managers on all pay-related decisions including new hire offer, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
• May develop annual salary ranges for specific career paths/functions
• Work with leadership team member during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers.
• PERFORMANCE MANAGEMENT
• Aid managers with all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance. Ensures legal compliance and provide constructive feedback to evaluator to improve quality of evaluation where necessary.

Qualifications

• 5-6 years professional experience as HR Generalist or HR Analyst role, with proven experience with change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
• Experience supporting a diverse client group including technical, clinical, and professional employees at various employee and leadership levels.
• Experience working in mid/large complex environments and matrixed organization is desirable