Sr. Director, HRBP - Neurology and Strategy & Innovation

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 Sr. Director, HRBP for Neurology and Strategy & Innovation in Drug Development plays a pivotal role in providing strategic partnership to the Senior Leaders for the Therapeutic Areas within the function. This position is responsible for aligning the Research, Development, and Commercial HRBP team in support of the Neurology and ICV people strategy. The role demands HR leadership in driving the people strategy, workforce planning, organizational design, talent management, team effectiveness, and change management. Given the global presence of the client group across multiple BMS locations and geographies, close alignment with the People Org and function leadership is essential to ensure the seamless execution of workforce planning and talent strategy. Key Responsibilities Provides strategic HR Business Partner expertise to the Therapeutic Areas Leadership in function to maximize organizational performance.  Leverages business strategy, people strategy, external best practices and organizational insights to deliver bold and innovative organizational and talent solutions, including organizational design, workforce planning, talent management, and culture change.  Aligns 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.  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 the region and provides guidance and collaborates with therapeutic area 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 functional HRBPs ensuring continuous performance, engagement and development of all team members.  Additional Responsibilities  Role Model our BMS Values of Integrity, Innovation, Urgency, Passion, Accountability, and Inclusion.  Ensures end-to-end org design, encompassing communication and effective change management.  Translate business strategy and organizational needs into contemporary organizational solutions including organizational design, succession & talent management, and culture change.  Collaborate across the People OP Model (COE’s, People Services) to articulate business needs and partners in delivering solutions in ways that bring value across the enterprise.  Applies judgment to data insights and trends to support business talent and organization decisions that drives 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 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, engagement and performance management.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 teams of professionals.   Extensive experience as an HR business partner with significant leadership skills leading and working across global teams of HR professionals.  Proven success