Job DescriptionThe
Senior Manager, Human Resources provides HR leadership and
support to the Glens Falls, NY manufacturing facility, partnering closely with the plant leadership team to drive organizational effectiveness, associate development, and overall business performance. As a core member of the GFO Leadership Team, this role is responsible for shaping and executing strategies across talent management, succession planning, organizational design, leadership development, and associate engagement, while also ensuring effective delivery of day-to-day HR support.
The
Senior Manager, Human Resources collaborates closely with HR Centers of Excellence (COEs) to guide decisions related to organizational structure, roles and responsibilities, staffing levels, and compensation, and contributes to the design, development, and implementation of broader HR processes, programs, and initiatives. This role plays a critical part in coaching leaders at all levels, providing timely and constructive feedback to strengthen leadership capability and drive a high-performing organization.
Responsibilities:- Develops and implements short- and long-term HR strategies aligned with plant/business objectives and global HR strategy.
- Partners with the plant leadership team to ensure effective execution of all core HR processes, including talent management, succession planning, performance management, development planning, and compensation planning.
- Serves as a strategic advisor to the plant leadership team, providing coaching and guidance on business planning, organizational design, talent strategy, leadership development, and associate engagement.
- Identifies organizational needs and leads deployment of HR programs and practices, ensuring clear accountability across HR, leadership, and people managers.
- Leverages and partners with HR Centers of Excellence (COEs), AccessHR, and Talent Acquisition to deliver effective, scalable HR solutions.
- Leads workforce planning efforts, including organizational design, staffing models, and headcount planning, in partnership with plant leadership.
- Collaboratively partners with talent acquisition to drive the strategy and execution, ensuring hiring needs are met with high-quality talent and diverse candidate pipelines.
- Drives a high-performing culture through associate engagement, retention strategies, and continuous improvement initiatives.
- Monitors attrition and retention trends, identifies risks, and implements targeted solutions to improve retention outcomes.
- Leads succession planning and employee development activities, ensuring strong pipelines for critical roles.
- Drives and facilitates all aspects of the performance management process, including coaching leaders on effective evaluation, feedback, and documentation practices.
- Provides ongoing coaching to managers and supervisors at all levels to enhance leadership capability and effectiveness.
- Partners with leadership to create an environment where employees are empowered, informed, and actively engaged in continuous improvement.
- Ensures compensation practices are equitable, market-aligned, and effectively used to drive performance, including ownership of the annual compensation planning process.
- Partners with AccessHR to manage employee relations issues, including investigations and disciplinary actions, ensuring consistency with company policies and legal requirements.
- Advises leaders on organizational structure, roles and responsibilities, and workforce optimization.
- Supports onboarding, associate communications, and implementation of HR policies and programs.
- Ensures compliance with all legal, regulatory, and company requirements, including EEO, AAP, and internal policies; serves as site lead for EEO/AAP processes.
- Identifies training needs and facilitates or sources appropriate learning solutions to support business and leadership development.
- Drives continuous improvement in HR service delivery and plant-level initiatives.
- Contributes to development of HR methodologies, tools, and practices aligned with enterprise standards.
- Works on complex organizational and people-related challenges requiring strong judgment and business acumen.
- Other duties and special projects as assigned.
Education and Experience required:- Bachelor's Degree or Above with significant course work in Business, Human Resources, Psychology, Law or related field.
- 8-10 years' experience in the field of HR required, with a strong knowledge of all HR functions as key business levers.
- Has worked in a generalist capacity that required experience specialization in one or more functional areas such as change management, organizational effectiveness/development, recruitment/selection, compensation, positive employee relations, performance management, HRIS or employee and management training/development, policy development and administration, and employment law. Will consider minimum of 5-five years of exempt-level experience with a Master's degree in Business or Human Resources.
Knowledge and Skills required:- Strong working knowledge of all local legal requirements related to Human Resources.
- Proven ability to quickly assess situations and develop and implement both short- and long-term strategies in the face of ambiguity.
- Demonstrated ability with Change Management, directly related to Organizational Integrations.
- Experience supporting a diverse client group including manufacturing and non-manufacturing clients (medium to large manufacturing organizations), ranging from hourly operating associates to professional business functions.
Preferred Qualifications:- PHR or SPHR Certification.
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.
Primary Work LocationUSA NY - Glens Falls
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 
