Position SummaryThe Counsel, AI Governance, Law & Compliance provides day-to-day legal and compliance support for the design, development, deployment, and ongoing oversight of AI systems across the enterprise. Sitting within the AI, Data and Privacy Law and Compliance department and reporting to the Head of AI Governance, Law and Compliance, this role partners closely with Business Insights and Technology (BI&T), Privacy, Data Governance, and business stakeholders to operationalize the company's global AI governance framework. The Counsel translates evolving AI laws, regulations, and standards (e.g., EU AI Act, OECD Principles, NIST AI RMF, ISO/IEC 42001, CPPA ADMT, China PIPL) into practical guidance, reviews AI use cases for legal and ethical risk, and helps drive responsible AI adoption in a highly regulated life sciences environment.
Key Responsibilities- Provide legal counsel on AI initiatives across the AI lifecycle, including intake review, risk classification, model development, deployment, monitoring, and decommissioning.
- Conduct and document AI legal risk assessments covering intellectual property, privacy, bias and fairness, transparency, safety, accountability, and third-party risk.
- Support implementation of the enterprise AI governance framework, including model inventory, lifecycle controls, human oversight protocols, and incident response workflows.
- Track and interpret global AI laws, regulations, guidance, and standards, and translate them into actionable policies, playbooks, standards, and training materials.
- Review and negotiate AI-related contractual provisions with vendors, partners, and customers, including data use, model training, indemnities, and audit rights.
- Advise on generative AI and high-risk AI use cases, including R&D, commercial, medical, manufacturing, and enabling functions.
- Partner with Privacy Law & Compliance on intersecting issues such as automated decision-making, profiling, cross-border data transfers, and data subject rights.
- Support engagement with regulators, industry groups, and standards bodies, and contribute to internal thought leadership on responsible AI.
- Help design and deliver AI governance and compliance training for legal, compliance, and business audiences.
- Maintain clear documentation to support audit readiness, regulatory inquiries, and governance maturity assessments.
Qualifications- JD (or equivalent legal degree) and active bar membership in at least one U.S. jurisdiction required.
- 5-7 years of combined legal experience at a top law firm or in-house.
- Minimum 2 years of substantive experience in AI legal and compliance or AI governance.
- Working knowledge of key AI laws and frameworks, including the EU AI Act, NIST AI RMF, ISO/IEC 42001, OECD AI Principles, and U.S. federal and state AI guidance.
- Demonstrated ability to translate complex regulatory requirements into pragmatic, business-aligned guidance.
- Strong drafting, analytical, and stakeholder management skills, with the ability to operate independently in a fast-moving, cross-functional environment.
- Sound judgment and discretion in handling novel, ambiguous, and high-visibility issues.
Preferred Skills- CIPP (e.g., CIPP/US, CIPP/E) and/or IAPP AIGP certification preferred.
- Prior experience in the pharmaceutical, biotechnology, healthcare, or life sciences industry.
- Familiarity with privacy laws and frameworks (e.g., GDPR, HIPAA, CCPA/CPRA, China PIPL) and their intersection with AI.
- Experience with AI assurance artifacts (model cards, system cards, impact assessments) and governance tooling.
- Working understanding of machine learning concepts, data science workflows, and digital product development.
- Experience supporting third-party/vendor AI risk reviews and contracting.
- Engagement with industry working groups, standards bodies, or responsible AI forums.
- Comfort using AI-enabled tools to enhance legal workflows and efficiency.
#LI_Hybrid
Compensation Overview:Princeton - NJ - US: $202,050 - $244,831
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.
