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 MedTech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities. 

 Job Description Key Accountabilities Lead Assigned Talent Engagements 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. Develop Talent Insights and Options 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. Advise on Critical Talent Decisions 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. Facilitate Targeted Talent Discussions 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. Shape Talent Actions and Early Solutions 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, or external insight may be needed. Apply knowledge of executive coaching, leadership development, assessment, and individual growth to shape practical recommendations for identified talent populations. Recommend course correction when talent options or development approaches are too narrow, too activity-based, or unlikely to produce the outcome needed. Support Implementation and Outcome Ownership Help move assigned engagements from insight and recommendation to early implementation with leaders and HR partners. Stay engaged as needed to help ensure the agreed path is understood, resourced, and positioned for success. Broker connections to the right resources, including Learning and Development, executive coaching, assessment partners, Talent Acquisition, and business-sponsored experiences. Help resolve barriers when progress requires cross-business coordination, leader alignment, clearer decision rights, or access to talent or development opportunities. Transition ongoing execution clearly to the appropriate owners while maintaining shared accountability for the quality and impact of the talent solution. Partner Across the Talent Ecosystem Work closely with HR Business Partners while respecting their ownership of the business relationship and full HR agenda. Partner with Regional Talent Partners to connect selected talent priorities with regional and local execution realities. Collaborate with People Analytics, HR Solutions, Learning and Development, Talent Acquisition, and enterprise talent teams when data, tools, development resources, or external market insight are needed. Bring insights from assigned engagements back to Talent Management to inform broader understanding of talent risk, leadership requirements, development needs, and bench strength. Key Partnerships This role works across the expanded talent ecosystem on selected business-critical talent engagements. Key partners include senior business leaders, HR Business Partners, Regional Talent Partners, Talent Management leadership, Learning and Development, People Analytics, HR Solutions, Talent Acquisition, assessment and coaching partners, and selected talent populations. Qualifications 10+ years of progressive experience in Talent Management, Strategic Talent Advisory, Leadership Development, Succession Planning, Executive Coaching, HR Business Partnering, or related fields focused on senior talent decisions and individual growth. Experience working in a large, complex, matrixed global organization is essential. Business-facing talent experience is essential, including prior HR Business Partner experience, embedded talent advisory work, or comparable strategic consulting experience supporting senior leaders on complex talent issues. Experience in a strategic talent consulting, leadership advisory, assessment, or succession-focused consulting environment strongly preferred. Experience leading complex talent engagements or significant workstreams with senior stakeholders, including scoping work, structuring recommendations, managing progress, and transitioning outcomes to appropriate owners. Strong working knowledge of talent reviews, succession planning, leadership development, high-potential development, career growth, pipeline management, readiness assessment, executive assessment practices, and strategic talent movement. Experience interpreting executive assessments, coaching insights, talent data, and readiness signals to inform development, movement, and succession decisions. Demonstrated ability to solve ambiguous talent problems, synthesize research, analytics, assessment data, and stakeholder input, and t