Executive Director – HRBP, Commercialization AI Strategy & Analytics (CASA) and
Bristol Myers Squibb, Princeton, NJ, United States
Working with Us
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.
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.
Position Overview 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.
Position 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.
Drive the ONE People team across the region and provide guidance and collaborate with therapeutic area HR Business Partners, COEs and People Services leaders for effective global deployment of People activities.
Additional Responsibilities
Role model BMS values of Integrity, Innovation, Urgency, Passion, Accountability, and Inclusion.
Ensure end‑to‑end org design, encompassing communication and effective change management.
Collaborate across the People Operational model (COE’s, People Services) to articulate business needs and partner in delivering solutions that bring value across the enterprise.
Apply judgment to data insights and trends to support business talent and organization decisions that drive 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.
Qualifications & Skills
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.
Compensation Overview Starting compensation range: $257,040 – $311,472 per year. Additional incentive cash and stock opportunities (based on eligibility) may be available. The starting pay rate takes into account characteristics of the job.
Benefits
Health Coverage:
Medical, pharmacy, dental, and vision care.
Wellbeing Support:
BMS Well‑Being Account, BMS Living Life Better, Employee Assistance Programs.
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.
Paid Time Off:
US Exempt Employees: flexible time off (unlimited with manager approval, 11 paid national holidays); Phoenix, AZ, Puerto Rico and Rayzebio Exempt or Non‑Exempt Employees: 160 hours annual paid vacation for new hires with manager approval, 11 national holidays, and 3 optional holidays.
Additional time off 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.
On‑site Protocol BMS has an occupancy structure that determines where an employee is required to conduct their work. This structure includes site‑essential, site‑by‑design, field‑based and remote‑by‑design jobs.
Site‑essential roles require 100% of shifts onsite at the assigned facility. Site‑by‑design roles may be eligible for a hybrid model with at least 50% onsite. For field‑based and remote‑by‑design roles the ability to travel to customers, patients or partners and attend meetings is essential.
Supporting People with Disabilities BMS is dedicated to ensuring people with disabilities can excel through a transparent recruitment process, reasonable workplace accommodations/adjustments, and ongoing support. Applicants can request a reasonable accommodation prior to accepting a job offer.
For more information contact adastaffingsupport@bms.com or visit careers.bms.com/eeo-accessibility.
Candidate Rights BMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws.
If you live in or expect to work from Los Angeles County, see https://careers.bms.com/california-residents/ for additional information.
Data Protection We will never request payments, financial information, or social security numbers during our application or recruitment process.
Other Information Any data processed in connection with role applications will be treated in accordance with applicable data privacy policies and regulations.
If you believe that the job posting is missing information required by local law or is incorrect, contact TAEnablement@bms.com.
Job Title: Executive Director – HRBP, Commercialization AI Strategy & Analytics (CASA) and Global Market Access, Pricing and Value Demonstration (MAx)
Requisition Number: R1600740
#J-18808-Ljbffr
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.
Position Overview 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.
Position 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.
Drive the ONE People team across the region and provide guidance and collaborate with therapeutic area HR Business Partners, COEs and People Services leaders for effective global deployment of People activities.
Additional Responsibilities
Role model BMS values of Integrity, Innovation, Urgency, Passion, Accountability, and Inclusion.
Ensure end‑to‑end org design, encompassing communication and effective change management.
Collaborate across the People Operational model (COE’s, People Services) to articulate business needs and partner in delivering solutions that bring value across the enterprise.
Apply judgment to data insights and trends to support business talent and organization decisions that drive 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.
Qualifications & Skills
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.
Compensation Overview Starting compensation range: $257,040 – $311,472 per year. Additional incentive cash and stock opportunities (based on eligibility) may be available. The starting pay rate takes into account characteristics of the job.
Benefits
Health Coverage:
Medical, pharmacy, dental, and vision care.
Wellbeing Support:
BMS Well‑Being Account, BMS Living Life Better, Employee Assistance Programs.
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.
Paid Time Off:
US Exempt Employees: flexible time off (unlimited with manager approval, 11 paid national holidays); Phoenix, AZ, Puerto Rico and Rayzebio Exempt or Non‑Exempt Employees: 160 hours annual paid vacation for new hires with manager approval, 11 national holidays, and 3 optional holidays.
Additional time off 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.
On‑site Protocol BMS has an occupancy structure that determines where an employee is required to conduct their work. This structure includes site‑essential, site‑by‑design, field‑based and remote‑by‑design jobs.
Site‑essential roles require 100% of shifts onsite at the assigned facility. Site‑by‑design roles may be eligible for a hybrid model with at least 50% onsite. For field‑based and remote‑by‑design roles the ability to travel to customers, patients or partners and attend meetings is essential.
Supporting People with Disabilities BMS is dedicated to ensuring people with disabilities can excel through a transparent recruitment process, reasonable workplace accommodations/adjustments, and ongoing support. Applicants can request a reasonable accommodation prior to accepting a job offer.
For more information contact adastaffingsupport@bms.com or visit careers.bms.com/eeo-accessibility.
Candidate Rights BMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws.
If you live in or expect to work from Los Angeles County, see https://careers.bms.com/california-residents/ for additional information.
Data Protection We will never request payments, financial information, or social security numbers during our application or recruitment process.
Other Information Any data processed in connection with role applications will be treated in accordance with applicable data privacy policies and regulations.
If you believe that the job posting is missing information required by local law or is incorrect, contact TAEnablement@bms.com.
Job Title: Executive Director – HRBP, Commercialization AI Strategy & Analytics (CASA) and Global Market Access, Pricing and Value Demonstration (MAx)
Requisition Number: R1600740
#J-18808-Ljbffr