Sr. Director, Enterprise Talent Processes

Working with Us
Challenging. Meaningful. Life-changing. Those aren’t words that are usually associated with a job. But working at Bristol Myers Squibb is anything but usual. Here, uniquely interesting work happens every day, in every department. From optimizing a production line to the latest breakthroughs in cell therapy, this is work that transforms the lives of patients, and the careers of those who do it. You’ll get the chance to grow and thrive through opportunities uncommon in scale and scope, alongside high-achieving teams. Take your career farther than you thought possible.

Bristol Myers Squibb recognizes the importance of balance and flexibility in our work environment. We offer a wide variety of competitive benefits, services and programs that provide our employees with the resources to pursue their goals, both at work and in their personal lives. Read more: careers.bms.com/working-with-us.

Position Summary

Join our team as the Sr. Director of Enterprise Talent Processes, where you will play a pivotal role in advancing how we select, develop, and grow our workforce. As the leader of subject matter experts, you will drive the strategic direction and execution of a simplified and integrated set of enterprise talent practices, including but not limited to talent assessment, development, succession and talent planning, and performance management. You will be charged with shifting from manual processes to a tech-enabled and easily adoptable set of integrated experiences that our workforce and people managers can easily adopt. In this role, you will collaborate with key HR, IT, business, and external stakeholders to ensure alignment and seamlessly execute the successful implementation of new processes and technologies while bringing expert insight into our talent management approach.

Key Responsibilities

• Lead and inspire a lean, high-performing team of subject matter experts in talent management processes to integrate, simplify, and streamline enterprise talent processes.
• Design and implement effective talent management programs and frameworks to drive the success and adoption of initiatives and programs that drive accountability, continuous feedback and organizational growth.
• Lead the design, execution, and continuous improvement of enterprise talent processes including but not limited to talent and succession planning, performance management, and talent assessment to create an integrated experience for employees and managers.
• Benchmark existing talent management processes against best-in-class organizations and recommend enhancements. Maintain a deep understanding of external trends in the talent management, assessment and talent planning space.
• As part of program design and measurement, leverage agentic AI, orchestrator AI technologies, and other innovative tools to enhance the efficiency and effectiveness of talent processes and create digital experiences.
• Analyze data to measure the outcomes of programs and solutions, leveraging results to inform process improvements and user experience.  Use data analytics and insights to inform decision-making and optimize talent practices across the enterprise.
• Partner with HR leaders, Executive Talent Management, Technology, business stakeholders, and external vendors to ensure alignment and embed talent practices into business routines.
• Proactively identify the needs and develop robust change management strategies, inclusive of identifying training needs and stakeholder plans to support the successful implementation of new talent processes and technologies. 
• Partner with global stakeholders to understand regional and local guideline in program development and implementation.
• Stay informed on emerging trends in HR technology, talent management, and AI to drive innovation and maintain a competitive edge.
• Effectively communicate strategies, progress, and results to senior executives and key stakeholders to ensure alignment and engagement. Prepare content and support executive and stakeholder presentations related to updates and enhancements to talent processes.
• Ensure governance, equity and consistency in all talent management processes, leveraging Workday and other tech solutions for transparency and accountability. 

Qualifications & Experience

• Education: Advanced degree in Organizational Development, Human Resources or related field.  PhD in Organizational Psychology, Organizational Behavior, or related preferred.
• 12+ years of global experience in progressive HR and talent management, performance management, leadership development, talent assessment and/or talent management programs
• Proven success in designing, evaluating and implementing talent strategies that improve business performance. 
• Demonstrated Workday expertise with experience in partnering with Tech teams to deign and integrate enhancements and develop integrated workflows.
• Excellent change leadership, communication and interpersonal skills
• Strong analytical skills with experience in reporting and interpreting data to bring global talent solutions.
• Ability to manage differing stakeholder perspectives and integrate feedback to shape solutions, while bringing expertise and experience.
• Ability to anticipate organizational needs and deliver results in fast-paced, global environment.
• Proven ability to flawlessly manage multiple strategic initiatives simultaneously
• Outstanding organizational skills and high attention to detail.
• Exposure and expertise with leadership capabilities and assessment.
• Ability to balance team leadership with hands-on execution, working alongside your team to design and deliver key programs.

If you come across a role that intrigues you but doesn’t perfectly line up with your resume, we encourage you to apply anyway. You could be one step away from work that will transform your life and career.

Princeton - NJ - US: $226,610 - $274,598

The starting compensation range(s) for this role are listed above for a full-time employee (FTE) basis. Additional incentive cash and stock opportunities (based on eligibility) may be available. The starting pay rate takes into account characteristics of the job, such as required skills, where the job is performed, the employee’s work schedule, job-related knowledge, and experience. Final, individual compensation will be decided based on demonstrated experience. 

Eligibility for specific benefits listed on our careers site may vary based on the job and location. For more on benefits, please visit https://careers.bms.com/life-at-bms/.

Benefit offerings are subject to the terms and conditions of the applicable plans then in effect and may include the following: Medical, pharmacy, dental and vision care. Wellbeing support such as the BMS Living Life Better program and employee assistance programs (EAP). Financial well-being resources and a 401(K). Financial protection benefits such as short- and long-term disability, life insurance, supplemental health insurance, business travel protection and survivor support. Work-life programs include paid national holidays and optional holidays, Global Shutdown Days between Christmas and New Year’s holiday, up to 120 hours of paid vacation, up to two (2) paid days to volunteer, sick time off, and summer hours flexibility. Parental, caregiver, bereavement, and military leave. Family care services such as adoption and surrogacy reimbursement, fertility/infertility benefits, support for traveling mothers, and child, elder and pet care resources. Other perks like tuition reimbursement and a recognition program.

Uniquely Interesting Work, Life-changing Careers
With a single vision as inspiring as “Transforming patients’ lives through science™ ”, every BMS employee plays an integral role in work that goes far beyond ordinary. Each of us is empowered to apply our individual talents and unique perspectives in a supportive culture, promoting global participation in clinical trials, while our shared values of passion, innovation, urgency, accountability, inclusion and integrity bring out the highest potential of each of our colleagues.

On-site Protocol

BMS has an occupancy structure that determines where an employee is required to conduct their work. This structure includes site-essential, site-by-design, field-based and remote-by-design jobs. The occupancy type that you are assigned is determined by the nature and responsibilities of your role:

Site-essential roles require 100% of shifts onsite at your assigned facility. Site-by-design roles may be eligible for a hybrid work model with at least 50% onsite at your assigned facility. For these roles, onsite presence is considered an essential job function and is critical to collaboration, innovation, productivity, and a positive Company culture. For field-based and remote-by-design roles the ability to physically travel to visit customers, patients or business partners and to attend meetings on behalf of BMS as directed is an essential job function.

BMS is dedicated to ensuring that people with disabilities can excel through a transparent recruitment process, reasonable workplace accommodations/adjustments and ongoing support in their roles. Applicants can request a reasonable workplace accommodation/adjustment prior to accepting a job offer. If you require reasonable accommodations/adjustments in completing this application, or in any part of the recruitment process, direct your inquiries to adastaffingsupport@bms.com. Visit careers.bms.com/eeo-accessibility to access our complete Equal Employment Opportunity statement.

BMS cares about your well-being and the well-being of our staff, customers, patients, and communities. As a result, the Company strongly recommends that all employees be fully vaccinated for Covid-19 and keep up to date with Covid-19 boosters.

BMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws in your area.

If you live in or expect to work from Los Angeles County if hired for this position, please visit this page for important additional information: https://careers.bms.com/california-residents/

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