Director, Enterprise Talent Partner

We are the people who give possibilities purpose

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.

• Lead multiple assigned talent engagements with clear scope, outcomes, decision points, stakeholder alignment, and workstream discipline.
• Build practical understanding of the business context, leadership requirements, talent implications, available options, and decisions that need to be made.
• Clarify whether the engagement requires assessment, talent pool review, leadership evaluation, targeted development, internal movement, external talent insight, executive coaching, or a combination of approaches.
• Manage engagement progress with discipline, ensuring the work produces high-quality insights, recommendations, decisions, or transition points.

• Integrate talent data, assessment findings, demonstrated performance, leader input, career history, and business context to form a clear view of available talent options.
• Interpret assessment and talent information across multiple dimensions to form practical, insight-rich judgments about potential, readiness, role fit, development priorities, and talent risk.
• Translate complex talent information into options and recommendations leaders can use to make informed decisions.
• Help leaders compare potential paths, including targeted development, internal movement, assessment, coaching, talent pool expansion, successor acceleration, or external talent insight.
• Identify where more information, assessment, or stakeholder alignment is needed before a decision can be made with confidence.

• Partner with senior leaders and HR Business Partners on talent decisions where the business impact is significant and the path forward requires careful judgment.
• Help leaders distinguish between potential, readiness, role requirements, business need, development timing, and the strength of available talent options.
• Pressure-test assumptions about talent pools, successor paths, nomination decisions, readiness, fit, and development actions using evidence and talent expertise.
• Offer candid recommendations when the available evidence suggests a different talent path, readiness view, development approach, or talent pool strategy may be needed.

• Design and facilitate targeted talent discussions, working sessions, or talent reviews for assigned priorities when the situation requires deeper talent expertise or an objective view.
• Prepare discussions with clear objectives, decision questions, relevant data, assessment insights, talent options, and the decisions required from leaders.
• Create conditions for direct, evidence-based conversations about talent options, readiness, movement possibilities, successor depth, development needs, and talent risk.
• Ensure discussions conclude with clear decisions, unresolved questions, recommended actions, and ownership for next steps.

• Work with leaders and HR partners to determine the actions needed to address the assigned talent priority, such as targeted assessment, leader coaching, sponsorship, movement, development experiences, or external talent insight.
• Evaluate whether available talent pools or slates are sufficient for the business need and identify where additional assessment, movement, development,…