The Associate Director, Compliance & Ethics Investigations will be responsible for conducting professional, prompt and thorough investigations that will range from routine to complex in nature. The Associate Director will plan, conduct, and manage internal Compliance & Ethics investigations related to reported violations of company policy or law. Investigations may relate to, for example, sales & marketing practices, HCP interactions, conflicts of interest, fraud, and falsification of company documents. Investigators also support broader Compliance & Ethics objectives such as training, policy development, data analytics, and remediation. The successful candidate will work both independently and collaboratively across cross-functional teams including the Law Department, Corporate Security, Employee Relations, Human Resources, Cybersecurity, and Quality.
Major Responsibilities and Accountabilities:- Conduct internal compliance investigations.
- Develop and execute effective investigation plans; Interview witnesses using fair and effective techniques.
- Manage members of global investigations firms and/or outside counsel in conducting interviews and collection/review of evidence.
- Research, collect and analyze large quantities of data. (pursuant to relevant privacy laws)
- Identify issues and draw appropriate conclusions.
- Prepare timely, accurate and well-written reports.
- Prepare written and oral summaries as needed for business colleagues (including executive leaders) and HR professionals.
- Convey investigation results which may support employment action and/or business and process improvements.
- Partner and liaise with all investigative teams including Human Resources/Employee Relations, Corporate Security, the Law Department and external counsel, Cybersecurity, and Quality.
- Build and maintain internal stakeholder relationships to ensure requisite subject matter expertise included in all investigations.
- Lead by example in cultivating the culture of compliance.
QualificationsMinimum Requirements
- Minimum education of a bachelor's degree or equivalent is required.
- Minimum of seven (7) years of investigative and/or legal and/or compliance experience or equivalent (law firm, inhouse, forensic/auditing, or government experience) is required.
- Knowledge of, and experience with pharmaceutical industry and laws ideal (e.g., HCP interactions, FDCA, AKS, FCPA, FCA, GMP, GCP, etc.)
- Knowledge of compliance standards and best practices with ability to interpret and apply policies and procedures.
- Proven successful investigation/project management in developing and executing all phases of an investigation plan including: collection, review and analysis of data, information and records; conducting interviews; documenting work completed; drafting findings and conclusions; accountability for successful completion.
- Ability to navigate complex compliance issues while exhibiting sound judgment and objectivity; systematic approach to decision making; solid analytical/problem solving skills; ability to determine root cause and identify viable and alternate solutions.
- Ability to discuss various topics with senior executive leadership is essential for success in this position.
- Respect for confidentiality and ability to manage confidential information with discretion is of critical importance.
#LI-Hybrid
Compensation Overview:Princeton - NJ - US: $157,080 - $190,344
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.
On-site ProtocolBMS 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.
