Job DescriptionWe 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 MedTech 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.
Responsibilities:Keep Talent Commitments Moving- Maintain an ongoing follow-up rhythm between formal talent cycles so development commitments remain active, progress is reviewed, and next steps are clear.
- Work with leaders and HR partners to ensure development plans have clear owners, timing, success measures, and practical follow-through.
- Share accountability for momentum and progress by helping leaders and HR partners keep talent actions visible, specific, and connected to business needs.
- Help remove barriers when development actions are delayed, deprioritized, unclear, or not producing the expected movement.
- Stay engaged through execution, helping leaders and HR partners course-correct when progress slows or ownership is unclear.
Strengthen Development Plans and Individual Progression- Convert talent review, succession, and pipeline discussions into practical development actions tied to readiness goals, needed experiences, and development milestones.
- Meet regularly with identified talent to understand development needs, career direction, readiness progression, and barriers that may be slowing growth.
- Help connect individuals to experiences, exposure, sponsorship, coaching, or development actions that support readiness for broader or more complex roles.
- Apply talent expertise to help shape practical solutions when development plans are not clear, not actionable, or not producing meaningful progress.
- Surface development, retention, readiness, or exposure concerns when additional action is needed.
Apply an Objective Talent Lens- Use data and evidence to pressure-test succession readiness, development progress, and the strength of proposed talent pathways.
- Consider talent data, demonstrated performance, executive assessment insights, development progress, leader input, and associate perspective when evaluating readiness and progression.
- Challenge vague development plans, unclear ownership, unsupported readiness assumptions, or stalled follow-through in a direct and constructive way.
- Help leaders and HR partners consider whether the development strategy, successor path, or readiness assessment should be adjusted when progress is not meeting expectations.
Support Pipeline Health and Readiness- Play an active role in strengthening BD's priority talent pipelines and the talent populations that support them.
- Actively monitor readiness progression, development movement, bench strength, and talent risks across priority populations.
- Identify where pipelines are not building talent at the pace or depth the business requires.
- Most importantly, bring clear insight and practical recommendations to leaders and HR partners so they can make timely decisions about development, movement, exposure, or support.
Connect Tools, Resources, and Expertise- Leverage available talent tools, executive assessments, coaching resources, development offerings, workforce insights, and talent review outputs to support stronger development decisions.
- Partner with People Analytics, HR Solutions, Talent Acquisition, Learning and Development, regional talent teams, and enterprise talent teams when data, tools, development resources, or external market insight are needed.
- Prepare concise updates on pipeline health, readiness movement, development progress, and areas requiring leader attention.
Key PartnershipsThis role works across the expanded talent ecosystem to keep pipeline and development commitments moving. Key partners include business leaders, Regional Talent Partners, HR Business Partners, Talent Management leadership, Learning and Development, People Analytics, HR Solutions, Talent Acquisition, and the identified talent populations the role supports.
Qualifications- 8+ years of progressive experience in Talent Management, Leadership Development, Succession Planning, Executive Coaching, HR Business Partnering, or a related field focused on individual growth and development.
- Experience working in a large, complex, matrixed global organization is essential.
- Prior HR Business Partner experience or another business-facing talent role strongly preferred.
- Experience coaching or advising leaders and high-potential, high-professional, or critical talent populations preferred.
- Strong working knowledge of talent reviews, succession planning, leadership development, high-potential development, early-career pipeline development, career growth, pipeline management, readiness assessment, and executive assessment practices.
- Demonstrated ability to turn talent discussions into practical development actions and sustained follow-through with leaders and HR partners.
- Strong business acumen and ability to connect talent development needs with business priorities, operational demands, and organizational change.
- Strong communication, facilitation, relationship-building, and influencing skills, including the ability to challenge constructively and move work forward without direct authority.
- Comfort using talent data, readiness trends, succession insights, assessment findings, and workforce information to shape practical recommendations and pressure-test assumptions.
- Demonstrated ability to manage complex workstreams, partner across functions, and provide practical talent recommendations with appropriate guidance from senior Talent Management leadership.
- Bachelor's degree required. Advanced degree in Human Resources, Leadership Development, Executive Coaching, Organizational Psychology, Business Administration, or a related field a plus.
Success ProfileThe successful candidate is a credible, business-facing talent professional who brings expertise, judgment, objectivity, and persistence to individual development and pipeline work. This person can partner effectively with leaders, HR partners, and identified talent to turn development intent into meaningful progress.
The role is well suited for someone who understands how talent grows in a complex business environment and is energized by helping critical talent and priority pipelines move from discussion to action to measurable outcomes.
At BD, we prioritize on-site collaboration because we believe it fosters creativity, innovation, and effective problem-solving, which are essential in the fast-paced healthcare industry. For most roles, we require a minimum of 4 days of in-office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work-life balance. Remote or field-based positions will have different workplace arrangements which will be indicated in the job posting.
For certain roles at BD, employment is contingent upon the Company's receipt of sufficient proof that you are fully vaccinated against COVID-19. In some locations, testing for COVID-19 may be available and/or required. Consistent with BD's Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law.
To learn more about BD visit https://bd.com/careers.
Required Skills
Succession Planning, Talent Development, Talent Management
Optional Skills
Primary Work LocationUSA NJ - Franklin Lakes
Additional LocationsWork ShiftAt BD, we reward, support and develop our associates through our comprehensive Total Rewards program. We are committed to attracting and retaining high quality talent by providing reward and recognition opportunities that promote a performance-based culture, as well as a competitive package of compensation and benefits programs. You can learn more on our career site under "Our Commitment to You."
Our salary or hourly rate ranges reward associates fairly and competitively. We regularly review these ranges and factors, such as location, contribute to the range displayed.
Our pay is based on the role and the necessary skills and education to perform it successfully. The salary or hourly rate offered is determined by the role's specific requirements, including any applicable step rate pay system at the work location. Salary or hourly pay ranges are influenced by labor laws and Collective Bargaining Agreement (CBA) requirements applicable to the work location which may also affect the workplace arrangement of the role.
Salary Range Information 
