Senior Director, HRBP, Oncology Commercialization

Bristol Myers Squibb•Princeton, NJ

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 Senior Director, HRBP for Oncology Commercialization provides strategic people partnership to senior leaders across the US Commercialization organizations. Additionally, this role will serve as the commercialization lead for a one of the critical RDC capabilities and will work in close partnership with counterparts in the Research and Development HR functions as well as the relevant Centers of Expertise (CoEs). This role provides HR leadership in driving the people strategy, workforce planning, organizational design, talent management, team effectiveness, and change management. The client group may be present in multiple BMS locations/geographies/global functions, requiring close alignment with the People Org and function leadership to ensure pull-through of workforce planning and talent strategy.

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

Provides strategic HR Business Partner expertise to one of the three US Commercialization Therapeutic Areas (ICV, Neuroscience, or Oncology) to maximize organizational performance.
Leverages business strategy, people strategy, external best practices and organizational insights to deliver bold and innovative organizational and talent solutions, including organizational design, workforce planning, talent management, and culture change.
Aligns 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.
Collaborates 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) as well as identifying and articulating the People needs of the business to the COE’s and deploys their programs and processes in ways that bring value to the business.
Drives the ONE People team across the region and provides guidance and collaborates with other HR Business Partners, COEs and People Services leaders for effective global deployment of People activities.
Analyzes key data and trends to drive organizational effectiveness and the development of a workforce plan aligned with business strategy and objectives.
Supports succession planning, talent retention efforts and pipelining, as necessary, for external talent.
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.
Translate business strategy and organizational needs into contemporary organizational solutions including organizational design, inclusion and diversity, succession & talent management, and culture change.
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.

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