Associate Director, Performance and Talent Planning

Bristol Myers Squibb • Princeton, NJ

1d • Hybrid

About The Position

The Associate Director of Performance & Talent Insights plays a critical role in advancing a high‑performance, feedback‑rich culture across the organization. This role leads the design, execution, and continuous improvement of enterprise performance management practices and owns key talent evaluation mechanisms, including talent assessments, calibration processes, and feedback systems. This position reports to the Senior Director, Enterprise Talent Processes and Enablement. This leader partners closely with HR and business stakeholders to ensure performance and talent insights are consistent, objective, and actionable, supporting stronger development conversations, equitable decisions, and clearer visibility into talent strengths and gaps.

Requirements

• Bachelor’s degree required
• 7+ years of experience in performance management, talent management, or related HR disciplines.
• Strong understanding of performance evaluation, talent assessment approaches, and calibration methodologies.
• Experience designing or improving performance processes, talent reviews, or feedback systems.
• Demonstrated ability to partner cross‑functionally and influence managers and leaders.
• Strong communication, facilitation, and storytelling skills; comfortable engaging with senior stakeholders.
• Analytical mindset with the ability to interpret data and generate actionable insights.
• Proven ability to manage multiple initiatives with strong execution and attention to detail.
• Action‑oriented, adaptable, and improvement‑focused.

Nice To Haves

• Master’s in HR, Organizational Psychology, or a related field preferred.

Responsibilities

• Lead the design, delivery, and continuous evolution of the enterprise performance management framework.
• Manage the end‑to‑end performance cycle, including annual reviews, mid‑year checkpoints, goal and contribution setting, and ongoing feedback practices.
• Establish clear performance standards, expectations, and evaluation criteria that reinforce accountability, development, and alignment with business goals.
• Equip and support managers with tools, guidance, and practical coaching to drive effective performance and development conversations.
• Partner with HR Business Partners, Learning, Total Rewards, and Talent teams to integrate performance insights into broader people programs.
• Partner with HR Operations and Technology to optimize performance systems, improve user experience, and strengthen reporting and analytics.
• Analyze performance data and trends to identify insights, gaps, and opportunities for continuous improvement.
• Lead the design and management of talent assessment approaches that support development, readiness, and informed talent decisions at manager‑plus levels.
• Own enterprise calibration processes (e.g., performance, potential, or talent reviews), ensuring consistency, fairness, and clarity across teams and regions.
• Develop tools, frameworks, and guidance that enable effective calibration discussions and high‑quality talent differentiation.
• Partner with HR and business leaders to translate performance and talent insights into development actions and succession planning inputs.
• Oversee feedback mechanisms, including multi‑rater tools, employee feedback channels, and manager insight resources, to strengthen transparency and growth.
• Collaborate with Learning & Development to ensure assessment, calibration, and feedback outputs inform targeted development solutions.
• Monitor and evaluate the effectiveness of assessment, calibration, and feedback processes, identifying opportunities to simplify, modernize, and improve impact.
• Stay current on best practices and research related to performance evaluation, talent calibration, and feedback systems.
• Enable and support the enterprise Strategic Workforce Planning (SWP) approach by providing clear frameworks, tools, and guidance that HR and leaders can apply effectively.
• Design and maintain simple, practical workforce planning resources (e.g., templates, playbooks, guiding questions) that support consistent thinking about workforce needs, capabilities, and priorities.
• Establish and communicate planning timelines and touchpoints aligned to the annual talent cycle, business planning cadence, and integrated talent roadmap.
• Ensure workforce planning discussions are connected to enterprise talent priorities, including hiring focus areas, development and reskilling investments, succession planning, and internal mobility strategies.
• Partner with HR, COE Partners and People Analytics to integrate workforce planning inputs with performance, talent assessment, and skills insights, without duplicating ownership.
• Provide structure and narrative support that helps HR and leaders translate strategic workforce planning outcomes into clear talent actions and decisions.
• Continuously refine frameworks and resources based on feedback, adoption, and evolving business needs to improve usability and impact.

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.

What This Job Offers

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