Associate Director, Talent Activation

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 We 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 Partnerships This 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,