The Executive Director, Global Policy Analytics leads the enterprise-wide policy analytics function, translating complex global healthcare policy environments into decision-ready insights that inform senior leadership, enterprise planning, and external policy engagement. The role sets the strategy, vision, and priorities for the team's analytics agenda-ensuring the right questions are answered at the right time and that insights are delivered with clarity, rigor, and executive relevance. The Executive Director drives cross-functional alignment across GPGA and key enterprise partners to manage a broad portfolio of high-impact issues in the U.S., including but not limited to the Inflation Reduction Act (IRA), 340B program, Most Favored Nation (MFN) policy, and PBM reforms. In parallel, the role establishes a proactive analytics strategy for ex-U.S. markets, in coordination with Policy Research and Government Affairs partners, to anticipate emerging policy risk and opportunity and inform global strategy. This is a critical leadership position responsible for building and scaling a durable, future-facing data and analytics capability within GPGA.
Key Responsibilities

• Define and lead the global policy analytics vision, priorities, and capability roadmap aligned with enterprise strategy.
• Oversee development of scenario models and impact assessments quantifying enterprise exposure to global policy changes.
• Translate complex policy signals into clear, executive-level insights and strategic recommendations.
• Partner with GPGA, Market Access, Pricing, Legal, HEOR, Finance, and Digital teams to embed analytics into enterprise decisions.
• Build and lead a high-performing, multi-disciplinary team spanning policy analytics, data science, and strategic advisory.
• Drive innovation through advanced analytics, data infrastructure, and AI-enabled capabilities.
• Establish systems to monitor and synthesize global policy developments and inform proactive decision-making.

Scope & Impact

• Global remit across U.S. and international policy landscapes
• Direct ownership of enterprise policy analytics capability
• High visibility with senior leadership
• Influence on policy and pricing and access strategy on relevant issues

Core Capabilities

• Deep expertise in healthcare policy, pricing, and market access
• Understanding of analytical and modeling skills
• Strong strategic thinking and executive communication
• Cross-functional leadership and stakeholder alignment
• Experience building and developing high-performing teams

Qualifications

• Bachelor's degree required
• Advanced degree preferred (e.g., MBA, MPH, MPP, PharmD, PhD, or equivalent).
• Minimum of 15 years of experience in health policy, policy analytics, financial forecasting, government pricing, or related commercial analytics roles.
• Deep understanding of U.S. healthcare policy, government pricing, and reimbursement frameworks.
• Demonstrated ability to operate effectively in ambiguous and rapidly evolving policy environments, setting priorities and influencing senior decisionmakers through data driven insight.
• Proven leadership experience managing and developing high performing analytics teams.
• Strong executive presence with the ability to communicate complex analyses clearly and persuasively to senior internal and external stakeholders.
• Experience leveraging or advancing digital and AI enabled analytics capabilities strongly preferred.

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:

$276,340 - $334,853

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.