Senior Manager, Compensation Product Lead

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.

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.

Position Summary

With a strong emphasis on strategic program design, operational excellence, and customer-focused service delivery, the Compensation Product Lead is responsible for the design, governance, and continuous improvement of compensation programs, processes, and supporting product capabilities across the organization. This role leads the development of scalable compensation solutions that support business objectives, compliance, and enhanced employee and manager experience.

Operating within a highly collaborative and matrixed environment, this position partners closely with Total Rewards, HRIS, People Services, Payroll, and Talent Acquisition to deliver enterprise compensation solutions and process improvements. The Compensation Product Lead serves as a subject matter expert in compensation program design, process optimization, and compensation operations, ensuring alignment with the organization’s Total Rewards philosophy and operational standards.

Key Responsibilities

• Lead the operational execution and governance of annual compensation planning cycles, including process management, system coordination, stakeholder support, testing, reporting, and issue resolution.

• Lead the design, enhancement, and governance of compensation programs, tools, and operational processes that support organizational objectives and compensation strategy.

• Drive continuous improvement initiatives related to compensation products, annual compensation cycles, salary structures, and compensation administration processes.

• Partner with HRIS and technology teams to support implementation, optimization, and governance of compensation systems, tools, workflows, and reporting capabilities.

• Lead the design and standardization of compensation operational processes to improve scalability, efficiency, data integrity, compliance, and user experience.

• Support compensation program governance including compensation guidelines and operational standards.

• Oversee compensation-related process documentation, controls, operational standards, and audit readiness activities.

• Partner with Compensation, HR Business Partners, Finance, Payroll, and People Services teams to ensure effective and accurate execution of compensation programs and annual cycles.

• Analyze compensation trends, operational metrics, and business requirements to identify improvement opportunities and support strategic decision-making.

• Provide subject matter expertise and consultative guidance related to compensation program design, operational effectiveness, and process optimization.

• Lead or contribute to cross-functional compensation and Total Rewards projects, including transformation initiatives, process redesign, and technology enhancements.

• Translate complex compensation concepts and operational requirements into practical, scalable, and user-focused solutions.

• Support a customer-focused approach that balances operational rigor, governance, compliance, and business needs.

Qualifications & Experience

Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or related field required. CCP certification or advanced degree preferred.

Typically requires 7–10 years of progressive experience in Compensation, Total Rewards, HR Operations, or related function.

Demonstrated experience supporting compensation program design, compensation operations, process improvement, and annual compensation cycle administration.

Experience leading cross-functional projects, process transformation initiatives, or compensation technology implementations preferred.

Strong knowledge of compensation principles including salary structures, incentive administrati