The US Commercialization Learning organization is seeking a strategic learning leader to advance the capabilities of Market Access field teams. This role is accountable for shaping learning strategy, defining capability frameworks, and developing pathways that enable sustained field effectiveness. The Associate Director ensures learning efforts are grounded in sound learning design, aligned to enterprise standards, and responsive to evolving business and therapeutic priorities.

Who you will work with:

The primary responsibility of the role is aligning Market Access learning strategy to BMS organizational goals, leadership expectations, and business objectives. The Associate Director will partner closely with MAx Field Operations & Training, WW Commercialization Learning colleagues, Access Strategy, TA leaders, and other cross-functional stakeholders as needed. Collaboration with vendors and external partners is essential to maximizing impact across the learning ecosystem.

Primary responsibilities:

• Own the end-to-end learning strategy for Market Access field roles, defining capability priorities and development pathways
• Identify capability gaps across Market Access teams (e.g., ARMs, AEs, HEOR) and translate those gaps into prioritized learning strategies and roadmaps
• Design and establish onboarding curriculums for prioritized Market Access roles
• Establish learning design principles, standards, and quality expectations to guide Market Access training development
• Provide strategic direction and learning design guidance to MAx and PASS Field Trainers to ensure programs are instructionally sound, sequenced, scalable, and compliant
• Maintain oversight of training content lifecycle to ensure materials remain current, compliant, and fit for purpose
• Serve as a strategic partner to Field Training leads in translating complex capability needs into effective learning experiences
• Provide learning leadership for launches by defining Market Access capability requirements and learning approaches in advance of execution
• Ensure Market Access learning is integrated into enterprise learning platforms and aligned to enterprise capability frameworks
• Define and assess learning effectiveness, using outcomes and field insights to drive continuous improvement
• Provide strategic oversight of vendors and external partners supporting Market Access learning

Qualifications:

• BA/BS degree required; Master's Degree or MBA preferred
• Minimum of 2 years' experience in learning strategy, capability development, or commercial/field training roles
• Deep knowledge of the market access and payer landscape, including field-facing roles and responsibilities
• Experience designing learning architectures and role-based capability frameworks preferred
• Significant and recent market access and field or account management experience (>7 years) highly preferred
• Strong understanding of adult learning principles, instructional design, and learning evaluation methodologies
• Demonstrated ability to influence without authority and operate effectively in a complex, cross-matrix environment
• Experience partnering with cross-functional stakeholders to drive capability outcomes
• Proven success managing external vendors and learning partners
• Excellent presentation, facilitation, and communication skills
• Proficiency in Microsoft Office (PowerPoint, Excel, Word), AI (MS Co-Pilot/Chat GPT), and enterprise learning platforms
• Ability to travel approximately 20% for meetings, launch activities, and training initiatives

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.

Compensation Overview:

Princeton - NJ - US: $172,550 - $209,090

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 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.