Executive Director, HRBP, Global Business Unit

Bristol Myers Squibb • Princeton, NJ

23d

About The Position

Executive Director, Human Resources Business Partner- Global Business Unit (GBU), a function within Global Product Development & Supply (GPDS) Position Overview The Executive Director, Human Resources Business Partner (HRBP) for the Global Business Unit (GBU) within Global Product Development & Supply (GPDS) is a senior HR leadership role responsible for driving the people strategy and delivering innovative organizational and talent solutions. This position partners directly with the GBU Leadership Team and their global teams, providing strategic HR support to enable business performance and foster a collaborative, high-performing culture. The role is based in New Jersey, United States and reports to the Vice President, HR GPDS.

Requirements

• Bachelor’s degree required; advanced degree preferred.
• Minimum 12 years of progressive HR experience, ideally within multinational organizations and complex, matrixed environments
• Extensive HR business partner experience with strong business acumen, consulting, and leadership skills.
• Demonstrated success working with senior management to influence and drive organizational decisions and outcomes.
• Proven ability to lead and develop global, diverse teams of HR professionals directly or indirectly.
• Experience designing and implementing change management strategies, including communication and engagement plans.
• Expertise in leveraging data, metrics, and analytics to inform HR strategy and business performance.
• Demonstrated knowledge of workforce planning, engagement, and succession management best practices.
• Ability to build alignment and collaborate effectively in a cross-functional, matrixed environment.
• Up-to-date understanding of external trends influencing human behavior and decision-making at all organizational levels.
• Strategic mindset with a bias for action and innovation.
• Strong interpersonal and communication skills, with the ability to engage, influence, and build trust across all levels of the organization.
• Resilient, adaptable, and comfortable navigating ambiguity and change.
• Role model for company values, ethics, and inclusion.

Nice To Haves

• Fluency in English; additional language skills, especially Spanish or French are a plus.
• 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.

Responsibilities

• Provide strategic HR Business Partner leadership to GBU and GPDS Leadership Team members and their respective organizations, maximizing business performance and collaboration through an integrated People Strategy.
• Translate business strategy and organizational needs into contemporary People solutions, including organizational design, talent management, workforce planning, and culture transformation initiatives.
• Leverage business strategy, people strategy, market insights, and organizational analytics to design and execute bold, innovative talent and workforce plans supporting ongoing organizational transformation and evolution of GPDS functions.
• Serve as a trusted advisor to senior leadership on organizational development, talent management, team effectiveness, and change management to foster a productive and motivating work environment.
• Leads a remote team of seasoned Site HR Business Partners (Manati (Puerto Rico), Cruiserath (Ireland), Boudry (Switzerland), Devens (MA, USA), and builds People Capabilities and next level of GPDS People Leaders, taking a leadership role in creating a environment where team members are able to shape the future, own their impact and thrive as one
• Apply systems thinking and lead change initiatives, utilizing data-driven insights and metrics to improve organizational performance and drive business results.
• Use analytics and external best practices to inform talent and organizational decisions, supporting robust workforce planning, employee engagement, and succession management.
• Collaborate across the HR Operating Model (including HR Business Partners, Centers of Excellence, and People Services) to deliver tailored HR solutions aligned with business needs and enterprise value.
• Act as an ambassador for the People Organization, representing the company in external forums and communicating the People Strategy both internally and externally.

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