Position Summary:The Director of Talent Acquisition Enablement (TA Enablement) is responsible for operational excellence, driving process design and technology-driven innovation across the Talent Acquisition organization. In this leadership role, you will oversee a team of product managers and analysts, ensuring the delivery of measurable business impact through process optimization and adoption of cutting-edge digital solutions. The role requires a strong focus on team leadership, stakeholder engagement, and continuous improvement to enhance candidate, recruiter, and hiring manager experiences.
Key Responsibilities:Strategic Team Leadership & Alignment
- Contribute to the design and execution of a multi-year Talent Acquisition transformation roadmap, including process redesign, operating model evolution, and technology modernization
- Identify opportunities to improve recruiter effectiveness, candidate experience, time-to-fill, and NPS
- Contribute to the successful adoption of new tools, processes, and ways of working in Talent Acquisition
- Redefine and align team roles and responsibilities to support evolving company priorities and introduce a product-based operating model.
- Serve as a change champion, setting the standard for operational excellence and helping drive organizational adoption of new processes and technologies.
- Foster a collaborative, high-performing team environment, maintaining focus through periods of change.
Technology Innovation & Process Improvement
- Drive the design, implementation and adoption of innovative Talent technology solutions, with a particular focus on Artificial Intelligence (AI) tools
- Lead ideation and execution of technology enhancements based on stakeholder feedback and industry best practices.
- Encourage the team's use of emerging tools to streamline workflows, improve collaboration, and increase efficiency in the day-to-day operations
Operational Excellence & Continuous Improvement
- Oversee business-as-usual (BAU) operational design and support for the Talent Acquisition organization, focusing on continuous process improvement.
- Contribute to redesign and standardize end-to-end recruiting processes globally, ensuring consistency, compliance, and scalability.
- Monitor and report on key performance metrics, driving accountability and measurable business impact.
Stakeholder Engagement & Communication
- Build and maintain strong relationships with internal stakeholders across the People Organization, IT, other business units and external vendors to ensure alignment with priority business needs.
- Serve as the primary point of contact and subject matter expert for Talent Acquisition Enablement
Leadership & Mentorship
- Lead effectively with or without direct authority, mentoring team members and fostering professional growth.
- Support multiple transformation teams to drive a culture of innovation, accountability, and continuous improvement
- Set a high standard for excellence, demonstrating commitment, expertise, and passion for Talent Acquisition Enablement.
Qualifications:- Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree preferred.
- 10+ years of experience in Talent Acquisition, HR Operations, or related field, with at least 4 years in a leadership role.
- Proven track record of leading teams through change, driving operational improvements, and implementing technology solutions.
- Experience working closely with HRIT teams on the design and implementation of new technologies.
- Strong knowledge of HR technology platforms (e.g., Workday Recruiting, Paradox, Eightfold), and process optimization.
- Excellent communication, stakeholder management, and project management skills.
- Hands-on experience with AI-driven tools and digital transformation initiatives
- Strong analytical mindset with experience leveraging metrics to drive decisions
Compensation Overview:Tampa - FL - US: $174,080 - $210,944
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.
