Executive Director: Oncology & Global Program Teams

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.

The Executive Director, HRBP will be a pivotal force in shaping the future of our organization. This role partners with the functional Leadership Team and their global counterparts to drive a forward-thinking people strategy. By spearheading workforce planning, organizational design, talent management, team effectiveness, and change management, this position ensures our company remains agile and competitive. The Executive Director will collaborate across multiple BMS locations and geographies, aligning closely with People Org and functional leadership to seamlessly integrate our talent strategy.

Key Responsibilities

• Serve as a strategic HRBP delivering tailored support to key business areas.

• Forge strategic alliances with business leaders and HR teams to craft and implement integrated strategies that propel business growth.

• Harness business acumen, people strategy, and industry best practices to deliver transformative organizational and talent solutions.

•  Employ systems thinking to spearhead change initiatives utilize metrics and analytics to enhance organizational performance and drive business outcomes.

•  Leverage data insights and trends to inform strategic talent and organizational decisions fostering robust workforce planning, engagement strategies and succession management.

• Collaborates across the HR Operating Model (COE’s, People Services) to articulate business needs and partners in delivering solutions in ways that bring value across the enterprise

•  lead and define change management initiatives to ensure the successful delivery of organizational solutions, programs and deliverables.

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

•  Lead or collaborate on Drug Development initiatives to enhance enterprise wide capabilities.

• As necessary, independently leads HR initiatives that serve to harmonize the ways of working across the network

•  Collaborate with leadership teams to identify critical roles, key talent and succession gaps shaping strategic plans to enhance succession depth and talent development.

• Act as a delegate for the HRBP organization at key governance meetings and committees.

Requirements:

• BA/BS Degree, Advanced Degree preferred, and 15+ years of HR relevant business experience

• Proven success in working effectively at senior management levels to impact and influence decision-making and in supporting global organizations

• Experience in the use of metrics and analytics in a way that drives business performance

• Extensive experience as an HR trusted business partner with significant leadership skills and experience building and leading 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 matrix teams

• Proven application in leveraging business acumen and external insights to improve business and talent outcomes

• Experience in leading change management efforts including defining change and communication plans

• 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, grou