Associate Director, Leaves and Benefits Product Design

Bristol Myers Squibb • Tampa, FL

28d

About The Position

Bristol Myers Squibb is seeking a strategic and experienced Associate Director to lead our Leave & Absence Product and Process Design function. This high-impact leadership role is responsible for driving the strategic vision, operational excellence, and compliance framework for all company leave and absence programs globally. In this role, you will oversee leave program design, process improvement, vendor partnerships, and leave and benefit systems management. This role will also provide strategic oversight of global benefits administration system capabilities (e.g., eligibility, enrollment, integrations, and employee self-service), ensuring aligned, scalable processes and an optimized employee experience. You will serve as the subject matter expert and trusted advisor to HR Business Partners, senior leadership, and cross-functional stakeholders on all matters related to employee leave and absence. The ideal candidate brings deep expertise in leave administration with global expertise, regulatory compliance (FMLA, ADA, state-mandated leave programs), and process transformation. This role offers the opportunity to shape enterprise-wide leave strategy, lead M&A integration activities, and make a meaningful impact on the employee experience while ensuring best-in-class compliance and operational efficiency.

Requirements

• 8+ years of progressive experience in leave and absence management, HR operations, or related field, with demonstrated expertise in strategic program management.
• 3+ years of people management experience, including leading teams and developing talent.
• Bachelor's Degree in Human Resources, Business Administration, or related field; advanced degree (MBA, MS) or equivalent years of experience.
• Proven track record of managing complex, global HR programs in matrixed organizations.
• Strong business acumen with experience managing budgets and vendor contracts.
• Deep knowledge of federal and state leave regulations (FMLA, ADA, PFML, etc.) and compliance frameworks.
• Demonstrated ability to lead organizational change and drive process transformation.
• Exceptional stakeholder management and executive communication skills.
• Strategic thinking with strong analytical and problem-solving capabilities.
• Experience operating in fast-paced, ambiguous environments with competing priorities.
• Hands-on experience with HR, benefits and leave systems and other HR technology platforms, system implementation and management.

Nice To Haves

• Professional certifications (e.g., SHRM-SCP, SPHR, CEBS) highly desirable.
• Proven consulting skills with ability to influence without authority and drive consensus.
• Experience with Product Operating Model (POM) or Product Base Operating Model (PBOM) methodologies.
• Background in M&A integration or divestiture projects.
• Project management certification (PMP, Agile/Scrum) a plus.
• Strong business partnership orientation with ability to translate complex technical/regulatory concepts for diverse audiences.

Responsibilities

• Develop and execute processes and standards for leave and absence programs aligned with enterprise HR strategy and business objectives.
• Provide oversight and direction for the design, implementation, and continuous improvement of leave and absence processes, policies, and systems.
• Proactively monitor business trends, industry developments, and the regulatory landscape to anticipate potential impacts on leave programs, partnering with leadership to develop forward-looking solutions before issues arise.
• Navigate ambiguous and novel challenges, developing creative and pragmatic solutions where established frameworks or precedents may not exist, particularly in complex compliance, M&A, and cross-functional scenarios.
• Lead the evaluation and selection of leave and benefits administration platforms and technologies to enhance employee experience and operational efficiency.
• Provide product/process design oversight for benefits administration system capabilities, including requirements definition, configuration governance, and continuous improvement of employee-facing workflows (e.g., enrollment, life events, eligibility, evidence of insurability).
• Own the operating model for benefits system change management, including intake, prioritization, release planning, UAT coordination, and post-release monitoring to ensure stability and compliance.
• Define key performance indicators (KPIs) and service metrics; drive data-driven decision making through trend analysis and predictive insights.
• Drive measurable improvements in leave administration processes, systems, and employee experience outcomes that contribute to the overall effectiveness of the HR function.
• Build organizational capability and thought leadership in leave and absence management.
• Lead and manage a diverse team of senior-level professionals, team leads, and managers within the leave and absence function, providing direct oversight, coaching, and performance management across all levels of the team.
• Foster a culture of continuous improvement, accountability, and customer-centricity.
• Build team capabilities through training, skill development, and knowledge management.
• Establish and maintain strategic partnerships with leave administration, and benefits administration and technology vendors to ensure end-to-end service delivery across leave and benefits employee journeys.
• Define and manage SLAs and performance outcomes for both leave and benefits system services, including incident management, change requests, and operational readiness for annual enrollment and other peak periods.
• Conduct vendor performance reviews and implement corrective action plans as needed.
• Own the budget for leave administration systems and vendor services; ensure cost-effectiveness and ROI.
• Serve as primary escalation point for vendor-related issues and disputes.
• Partner with Procurement and Legal on contract renewals, RFPs, and vendor selections.
• Conduct cost-benefit analyses for benefits system enhancements, platform capabilities, and integration improvements to optimize cost, experience, and compliance outcomes.
• Serve as subject matter expert and trusted advisor to HR Business Partners, Total Rewards leadership, and business stakeholders on leave and absence matters.
• Partner with Payroll, Benefits, HRIS, and other HR functions to ensure seamless integration within the Product Base Operating Model (PBOM) framework.
• Serve as the primary point of coordination for cross-functional work needed to maintain and improve benefits administration system integrity, including eligibility rules, deduction accuracy, vendor/carrier connectivity, and employee self-service content.
• Lead cross-functional incident response and stabilization for benefits system issues impacting employee experience, payroll deductions, or vendor feeds, ensuring timely resolution and stakeholder communications
• Represent leave and absence programs in enterprise-wide HR initiatives and transformation projects.
• Develop communication strategies and change management plans for program changes and enhancements.
• Design and oversee delivery of training programs for HR teams, managers, and employees on leave policies and best practices.
• Establish governance framework and internal controls to ensure compliance with federal, state, and local leave regulations (FMLA, ADA, PFML, etc.).
• Identify emerging compliance risks and proactively escalate to senior leadership with recommended solutions.
• Partner with Legal/Compliance to ensure benefits system processes and data handling support regulatory requirements and audit readiness across regions.
• Oversee internal and external audits related to leave programs; ensure timely remediation of findings.
• Develop and maintain compliance documentation, standard operating procedures, and audit trails.
• Ensure data privacy and security standards are maintained across all leave administration activities.
• Lead leave and absence workstream for mergers, acquisitions, and divestitures.
• Support integration activities for leave and benefits administration systems, including eligibility mapping, enrollment/configuration readiness, vendor connectivity, and employee communications required for successful transitions
• Manage complex scenarios involving employees on leave during M&A transactions.
• Support due diligence activities related to leave liabilities and obligations.

Benefits

• Health Coverage: Medical, pharmacy, dental, and vision care.
• Wellbeing Support: Programs such as BMS Well-Being Account, BMS Living Life Better, and Employee Assistance Programs (EAP).
• Financial Well-being and Protection: 401(k) plan, short- and long-term disability, life insurance, accident insurance, supplemental health insurance, business travel protection, personal liability protection, identity theft benefit, legal support, and survivor support.
• Work-life benefits include: Paid Time Off US Exempt Employees: flexible time off (unlimited, with manager approval, 11 paid national holidays (not applicable to employees in Phoenix, AZ, Puerto Rico or Rayzebio employees) Phoenix, AZ, Puerto Rico and Rayzebio Exempt, Non-Exempt, Hourly Employees: 160 hours annual paid vacation for new hires with manager approval, 11 national holidays, and 3 optional holidays Based on eligibility, additional time off for employees may include unlimited paid sick time, up to 2 paid volunteer days per year, summer hours flexibility, leaves of absence for medical, personal, parental, caregiver, bereavement, and military needs and an annual Global Shutdown between Christmas and New Years Day. All global employees full and part-time who are actively employed at and paid directly by BMS at the end of the calendar year are eligible to take advantage of the Global Shutdown.
• Eligibility Disclosure: The summer hours program is for United States (U.S.) office-based employees due to the unique nature of their work. Summer hours are generally not available for field sales and manufacturing operations and may also be limited for the capability centers. Employees in remote-by-design or lab-based roles may be eligible for summer hours, depending on the nature of their work, and should discuss eligibility with their manager. Employees covered under a collective bargaining agreement should consult that document to determine if they are eligible. Contractors, leased workers and other service providers are not eligible to participate in the program.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level