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.

Executive Director, Strategic HR Business Partner ICON & International People Strategy & Operations 

The ED, Strategic HRBP ICON & International Strategy & Operations provides strategic People Partnership  to the SVP, Commercialization ICON and LT in addition to providing Strategy and Operations support to the VP, HR Business Partner, International. The ICON organization comprises 600 Commercialization employees across 11+ markets and the Local Representatives group. This role additionally serves as the Strategy & Operations lead for the International Markets HRBP Team.

HR Business Partner ICON Position Responsibilities

• Provides strategic HR Business Partner expertise to the ICON Commercialization organization, including to the regional SVP, leadership team and market GMs, to maximize organizational performance.
• Supports the translation of business strategy and organizational needs into contemporary global organizational performance solutions including organizational design, workforce planning, talent management, and culture change.
• Aligns the corporate and the commercial strategies into the BMS People Strategy and monitors the effectiveness of organization performance programs through the use of metrics and analytics in a way that brings value to 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 ICON and provides guidance and collaborates with cluster and country 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.
• Leads a team of Market/Cluster HRBPs across the ICON region, ensuring continuous performance, engagement and development of all team members.

International S&O Position Responsibilities

• Serves as the People Strategy & Operations Lead for International HRBPs, and chief of staff to VP, HRBP International
• Provides strategy & operations leadership to International HRBP Team to drive business performance through focused shaping and execution of our short-term and long-term strategic priorities.
• Provide strategic guidance and consultative capacity on initiatives to VP, HRBP European Markets
• Collaborates with HRBP leads to shape and lead the agenda of the global HRBP community
• Supports change management efforts to ensure delivery of organizational solutions, programs, and deliverables in partnership with S&O HR Commercialization
• Provide strategy & operations leadership to International HRBP Leadership Team to support business performance through focused shaping and execution of short-term and long-term strategic priorities.

Degree/Certification/Licensure

• College/University degree (advanced degree preferred)
• 15+ years of People/HR experience preferably in multinational businesses.

Competencies – Knowledge, Skills Abilities

• Extensive experience as an HR business partner with significant leadership skills and experience building and leading global, diverse teams of People professionals.
• In-Market People/HR leadership experience outside of the United States required
• Broad experience in developing and implementing change management initiatives and driving organization performance.
• Demonstrated success in working effectively at senior management levels to impact and influence decision making.
• Strong experience in working effectively within a matrixed environment and building alignment in a global cross functional and team environment
• Demonstrated strength in business and organizational acumen by using insights about the business environment to improve talent and business outcomes.
• Broad experience in using external and internal professional networks in strategic activities to achieve better talent outcomes.
• Demonstrated ability to proactively anticipate and prevent business problems and taking initiative to drive necessary change.
• Demonstrated experience utilizing data and analytics to drive business and talent decisions.
• Demonstrated skills in applying workforce planning knowledge, engagement strategies, D&I strategies, and talent succession management.

If you come across a role that intrigues you but doesn’t perfectly line up with your resume, we encourage you to apply anyway. You could be one step away from work that will transform your life and career.

$257,040 - $311,472

The starting compensation range(s) for this role are listed above for a full-time employee (FTE) basis. Additional incentive cash and stock opportunities (based on eligibility) may be available. The starting pay rate takes into account characteristics of the job, such as required skills, where the job is performed, the employee’s work schedule, job-related knowledge, and experience. Final, individual compensation will be decided based on demonstrated experience. 

Eligibility for specific benefits listed on our careers site may vary based on the job and location. For more on benefits, please visit https://careers.bms.com/life-at-bms/.
 

Benefit offerings are subject to the terms and conditions of the applicable plans in effect at the time and may require enrollment. Our benefits include:

• 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. 

*Eligibility Disclosure: The summer hours program is for United States (U.S.) office-based employees due to the unique nature of their work. Summer hours are generally not available for field sales and manufacturing operations and may also be limited for the capability centers. Employees in remote-by-design or lab-based roles may be eligible for summer hours, depending on the nature of their work, and should discuss eligibility with their manager. Employees covered under a collective bargaining agreement should consult that document to determine if they are eligible. Contractors, leased workers and other service providers are not eligible to participate in the program.

Uniquely Interesting Work, Life-changing Careers
With a single vision as inspiring as “Transforming patients’ lives through science™ ”, every BMS employee plays an integral role in work that goes far beyond ordinary. Each of us is empowered to apply our individual talents and unique perspectives in a supportive culture, promoting global participation in clinical trials, while our shared values of passion, innovation, urgency, accountability, inclusion and integrity bring out the highest potential of each of our colleagues.

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. The occupancy type that you are assigned is determined by the nature and responsibilities of your role:

Site-essential roles require 100% of shifts onsite at your assigned facility. Site-by-design roles may be eligible for a hybrid work model with at least 50% onsite at your assigned facility. For these roles, onsite presence is considered an essential job function and is critical to collaboration, innovation, productivity, and a positive Company culture. For field-based and remote-by-design roles the ability to physically travel to visit customers, patients or business partners and to attend meetings on behalf of BMS as directed is an essential job function.

Supporting People with Disabilities

BMS is dedicated to ensuring that people with disabilities can excel through a transparent recruitment process, reasonable workplace accommodations/adjustments and ongoing support in their roles. Applicants can request a reasonable workplace accommodation/adjustment prior to accepting a job offer. If you require reasonable accommodations/adjustments in completing this application, or in any part of the recruitment process, direct your inquiries to [email protected]. Visit careers.bms.com/eeo-accessibility to access our complete Equal Employment Opportunity statement.

Candidate Rights

BMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws in your area.

If you live in or expect to work from Los Angeles County if hired for this position, please visit this page for important additional information: https://careers.bms.com/california-residents/

Data Protection

We will never request payments, financial information, or social security numbers during our application or recruitment process. Learn more about protecting yourself at https://careers.bms.com/fraud-protection.

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 incorrect in any way, please contact BMS at [email protected]. Please provide the Job Title and Requisition number so we can review. Communications related to your application should not be sent to this email and you will not receive a response. Inquiries related to the status of your application should be directed to Chat with Ripley.

R1599127 : Executive Director, Strategic HRBP ICON and S&O International