Executive Director – HRBP, Commercialization AI Strategy & Analytics (CASA) and Global Market Access, Pricing and Value Demonstration (MAx)

Bristol Myers Squibb • Princeton, NJ

2d

About The Position

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. The Executive Director, HR Business Partner – Global Commercial, Market Access & Digital Transformation is a senior People leader providing strategic HR partnership across critical, enterprise-shaping capabilities, including Global Market Access, Pricing & Value Demonstration (MAx), Commercialization AI Strategy and Analytics (CASA), and Digital & AI Transformation. This role operates as a trusted advisor to the SVP of MAx and VP of CASA and their leadership teams, shaping and activating people strategy to enable business performance, transformation, and long-term capability advantage. Reporting to the VP HRBP for US Commercialization and Global Capabilities, the Executive Director leads end-to-end people strategy across a complex, global, and matrixed client group, with accountability for workforce planning, organizational design, talent and succession strategy, change leadership, and culture. The role also serves as an enterprise connector—driving alignment across HR Business Partners, Centers of Excellence (COEs), and People Services to ensure integrated, data-driven, and future-ready people solutions

Requirements

• BA/BS Degree, Advanced Degree preferred, and 15+ years of HR relevant business experience
• Proven leadership effectiveness in followership, innovation, people program/project management, and executive coaching, demonstrating the ability to inspire and guide teams, foster a culture of creativity and continuous improvement, manage complex projects and programs efficiently, and provide strategic coaching to senior executives to enhance their leadership capabilities.
• Expertise in talent management, including end-to-end talent acquisition, performance management, engagement, and diversity, equity, and inclusion.
• Demonstrated experience utilizing data and analytics to drive business and talent decisions, including data analysis, insights generation, data visualization, data integrity, and diagnostic capabilities.
• Demonstrated behavioral skills in curiosity, learning agility, and growth mindset.
• Exhibit understanding of regulatory compliance, including the human elements and implications to enterprise and business.
• Demonstrated strength in strategy and business acumen by influencing and shaping business strategy through people strategy, anticipating external trends, providing context and influence for organizational effectiveness, applying systems thinking, and using a diagnostic mindset to improve talent and business outcomes.
• Extensive experience in business partnering, including organizational savvy and influence, consulting, performance management, organizational design, change management, and significant leadership skills in building and leading global, diverse teams of People professionals.
• Extensive experience as an HR business partner with significant leadership skills leading and working across global, diverse teams of HR professionals.
• Proven success in working effectively at senior management levels to impact and influence decision-making.
• Experience working with global teams.
• Experience in leading change management efforts, including defining change and communication plans.
• Experience in the use of metrics and analytics in a way that drives business performance.
• Demonstrated experience in applying workforce planning knowledge, engagement strategies, and succession management.
• Proven experience in working effectively within a matrixed environment and building alignment in a cross-functional and team environment.
• Knowledge of external trends and factors that influence human behaviors and decision-making at the individual, group, and organizational level.

Responsibilities

• Serve as the primary strategic HR advisor to senior leaders across Global MAx, CASA, and Digital Transformation organizations, shaping enterprise decisions that extend beyond the client group to the broader organization, enabling the execution of business and enterprise strategy through people.
• Translate business priorities into integrated people strategies that drive organizational performance, capability building, and employee experience, aligning corporate and functional strategies with BMS people strategy, monitoring the effectiveness of organizational performance programs through metrics and analytics to bring value through the business.
• Influence and shape business strategy through deep business acumen, systems thinking, and a diagnostic approach to organizational and talent challenges, leveraging external best practices and organizational insights to deliver bold and innovative solutions that drive transformational, enterprise-wide organizational change — not limited to the immediate client group.
• Lead enterprise and function-level workforce planning, ensuring alignment between business strategy, operating models, and future capability needs, collaborating with Centers of Excellence (COE’s) to monitor external environment (e.g., job market, technology, demographic development) and define future workforce requirements (quantitative and qualitative)
• Lead and operationalize a cohesive Digital Talent Strategy across Commercialization including skill assessments, gap analysis, capability roadmaps and change management.
• Partner with HRBPs and enterprise leaders driving Digital, AI and integrated operating model transformation to ensure alignment, consistency, and best-practice sharing through workforce, role, and organization design.
• Drive differentiated talent strategies, including multi-year succession planning, leadership pipelining, retention, and targeted external recruitment for critical roles.
• Drives the ONE People team across the region and provides guidance and collaborates with therapeutic area HR Business Partners, COEs and People Services leaders for effective global deployment of People activities.
• Role Model our BMS Values of Integrity, Innovation, Urgency, Passion, Accountability, and Inclusion.
• Ensures end-to-end org design, encompassing communication and effective change management.
• Collaborate across the People OP Model (COE’s, People Services) to articulate business needs and partners in delivering solutions in ways that bring value across the enterprise.
• Applies judgment to data insights and trends to support business talent and organization decisions that drives organizational effectiveness and innovative and robust workforce planning, engagement strategies, and succession management
• Shape and lead change management efforts to ensure delivery of organizational solutions, programs, and deliverables.

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: Executive
• Number of Employees: 5,001-10,000 employees