The Associate Director, Onboarding Product and Process Design is responsible for all Preboarding, Onboarding activities within the People Services (PS) domain. This role covers the entire pre- and onboarding lifecycle - from global process design to system & vendor ownership alongside cross-functional coordination with Legal, IT, Talent Acquisition (TA) and HRBPs - maintaining business continuity, optimizing the candidate/employee experience and strengthening PS capabilities. Key Responsibilities: This role owns the systems, templates, and processes globally that power employee preboarding and onboarding activities across People Services, partnering closely with Legal, IT, TA, HR BPs and vendor partners to ensure accuracy, compliance, and a consistent employee experience. Key responsibilities include: • Own the strategy, design, and lifecycle management of internal-facing systems and templates used to generate new hire work contracts and related documentation, applying product lifecycle management (PLM) principles to drive continuous evolution and scalability • Own the strategic vendor relationship and process/product model for third-party providers supporting preboarding and onboarding, ensuring service quality, risk mitigation, and alignment with PS objectives • Serve as the owner for all documentation issued throughout the pre- and onboarding processes including Employment Contract/Individual Agreements, and offer letters • Design and govern the end-to-end process for requesting, reviewing, and implementing documentation changes, balancing user needs, legal accuracy, and operational efficiency • Lead and coordinate the PS due diligence process by comprehensive data-gathering to enable informed decision-making • Ensure ongoing US and global compliance with regulatory requirements and applicable employment laws across countries, regions where impacted employees or the business operate • Define, monitor and assess workforce transition metrics, identifying opportunities for future improvements. • Partner strategically with HRIT, HRBP, Finance, and Legal to assess cross-functional impacts to People Services, influencing decisions to ensure risk mitigation and optimal operational outcomes • Monitor and evaluate emerging technologies and market trends relevant to the functional restructuring subject area, providing insights and recommendations to enhance business competitiveness and innovation Qualifications & Experience • 7+ years of comprehensive HR experience with preboarding, onboarding related experience. Strong expertise in US and Global activities. • High level of business acumen. • Exceptional organizational skills and proficiency in creating and managing timelines. • Proven ability to navigate and make an impact within a matrixed, multicultural organization under various business contexts and circumstances. • Solid business strategy mindset with the agility to adapt to a dynamic environment high level of integrity and dependability, with a strong sense of urgency and results orientation. Capable of managing multiple deadlines and competing priorities effectively. • Demonstrated ability to develop meaningful and trusted relationships with all levels of the organization and manage stakeholders within a highly matrixed organization; work across cross-functional, cross-organizational teams (including outsource providers and contractors, as necessary) and effectively communicate ideas and influence stakeholders to accomplish goals and objectives. • Great knowledge of HR practices globally • Great knowledge of HR systems and platforms, with strong technical acumen • Solid understanding of core financial concepts, including budgeting, cost analysis, and financial reporting • Bachelor's Degree required. #LI-Hybrid 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: Tampa - FL - US: $154,190 - $186,842 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.