Associate Director, Human Resources Business Partner, Phoenix

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 rich in diversity. 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:

The Associate Director, Human Resources Business Partner, Phoenix role will strategically support the Phoenix site and partner with groups located at the site. Establish the strategic priorities and direction of the HR function based on business needs, internal customer needs and external trends/developments affecting human resource policy and practice. Serve as a strategic and experienced internal consultant for line management in the areas of organizational design, change and talent & performance management, talent development and retention, employee engagement and coaching. Lead the implementation of various HR Local and Global/Corporate programs, understanding local complexities and when adjustment and changes are needed. Critical in shaping the Phoenix Operations culture and future success of the operation. Partner closely with the site leadership team to provide HR guidance, direction and influence in the achievement of business goals and objectives. Responsible for contributing to a high performing culture resulting in the engagement, development, and retention of human resources in a dynamic, highly regulated manufacturing environment. This position must comply with all Security guidelines, Environmental, Health and Safety regulations and the current Good Manufacturing Practices required by the job function.

Key Responsibilities:

Strategic Talent Management

• Establishes the People Strategy to support the Phoenix site with an integrated approach, in close partnership with the site leadership team.

• Leverages business strategy, global people strategy, external best practices and organizational insights to deliver bold and innovative organizational and talent solutions.

• Contributes actively to Operations talent plan with an enterprise lens.

• Work with Site or Regional Business leader to identify critical roles and evaluate current incumbents to ensure roles are consistently filled with top talent. Advise business on concerns.

• Establish succession plans for critical roles, monitor the plans and adjust as needed.

• In partnership with the site or regional business leader, conduct talent reviews with LT and evaluate talent / development initiatives.

• Work with leaders of top talent to establish strong development plans, regularly check-in on progress.

Organizational Effectiveness

• Consult with the business on all organizational design initiatives.

• Assist in developing change management and communication plans.

• Tie organizational design to business priorities.

Change Management

• Applies “systems thinking” and leads change for effectiveness of organization performance through the use of metrics and analytics in a way that drives business performance.

• Defines and leads change management efforts to ensure delivery of organizational solutions, programs and deliverables and works with site/regional leaders to develop effective change management tools supporting the site.

Workforce Planning:

• Partner with the site business leader to understand the business priorities and help to identify the organizational. capabilities needed to support the business in the short and long-term plans (typically 3 years focus).

• Help the business to create a buy, build, borrow plan to close any capability gaps.

• Align work with functional, global workforce initiatives.

Other

• Takes a leadership role in creating a respectful and inclusive work environment while role-modeling the BMS Behaviors & Values and fostering cultural diversity.

• Accountable for the full implementation and stabilizatio