Position Summary- The Senior HR Coordinator plays a critical role in enabling the effectiveness of the Head of Global Talent Acquisition and Talent Management, providing high-impact administrative and operational support across the enterprise talent ecosystem. This role supports senior leadership across Talent Acquisition, Talent Management, and Talent Operations, ensuring seamless execution of leadership priorities, governance, and core people processes.
- The ideal candidate is proactive, highly organized, adaptable, and trusted to manage sensitive information with discretion in a fast-paced, global environment.
Key ResponsibilitiesExecutive & Leadership Support- Provide proactive administrative support to senior Talent leadership, including complex calendar management, domestic and international travel, speaking engagements, and expense reporting.
- Anticipate leader needs, manage competing priorities, and surface risks or conflicts early to enable effective decision-making.
- Handle highly confidential information with professionalism, discretion, and sound judgment.
Talent Acquisition & Talent Management Enablement- Support leadership operating rhythms across Global TA and TM, including leadership team meetings, operating reviews, planning sessions, and cross-functional forums.
- Coordinate logistics and materials for enterprise talent processes (e.g., talent reviews, succession planning, leadership development cycles), ensuring timelines, inputs, and follow-ups are met.
- Partner with Talent Operations Enablement, HRBPs, COEs, and People Services to support aligned execution across the integrated talent model.
Meetings, Events & Governance- Plan and coordinate global meetings, offsites, and virtual sessions, including agendas, pre-reads, logistics, and action tracking.
- Support governance activities by tracking decisions, approvals, and action items across matrixed stakeholders.
- Coordinate People and Business Resource Group (PBRG) and talent engagement activities for large, global audiences.
Project & Content Support- Support special projects tied to TA/TM priorities, including presentation development, data tracking, and reporting (PowerPoint, Excel, Teams, SharePoint).
- Maintain and continuously improve administrative and operational processes, templates, and standard work to support scale and agility.
- Provide coordination support related to vendor engagement and intake activities (e.g., SOWs, POs, transitions), as needed.
Qualifications- Minimum 10 years of administrative or coordination experience, including significant experience supporting senior leaders; HR, Talent, or enterprise experience preferred.
- Demonstrated success operating in global, matrixed environments with multiple stakeholders.
- Strong interpersonal and communication skills with the ability to engage effectively at all levels.
- Proven ability to manage sensitive information with confidentiality, discretion, and sound judgment.
- Exceptional organizational skills, attention to detail, follow-through, and ability to adapt to changing priorities.
- Partner with TA Leads to support congresses and conferences (ASH, SITC, ASCO, AACR etc.) and to understand the objectives of participation in industry conferences and congresses and support participation in conferences and congresses as required
Compensation Overview:Princeton - NJ - US: $74,630 - $90,434
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.
