The Downstream Senior Manager leads and drives the execution of commercial manufacturing processes according to established electronic work instructions and production records for the manufacture of therapeutic proteins in accordance with Current Good Manufacturing Practices (cGMP's). The Senior Manager is responsible for management of group whose primary focus is on execution of manufacturing processes, technical assessment of processes, maintaining a culture of compliance, innovation, and within their functional group. The Senior Manager is required to guide the personnel in their group with knowledge and technical knowledge to lead troubleshooting activities, provide investigation support, analyze process/equipment data, and identify and implement process improvements.

MAJOR DUTIES AND RESONSIBILITIES

• Drives site schedule by prioritizing resources/activities for manufacturing and support functions Leads one or more operational groups, ensuing department goals and metrics are meeting or exceeding expectations.
• Identifies deficiencies, creates and executes action plans to mitigate issues. Is responsible for the performance of all reporting team members.
• Takes an active role in developing less experienced team members. This includes leveraging both internal and external relationships to build the best team possible.
• Coordinates response to any developing issues and escalates as appropriate.
• Ensures team adherence to Good Manufacturing Practices and safe work practices.
• Ensures daily work coordination and distribution of work as demanded through the manufacturing schedule. Manage to schedule and plan.
• Recognize impact for cross functional impact. Any variance to be captured and communicated to cross functional groups in real time Build partnership with Manufacturing Support to ensure seamless operations.
• Provide communications upwards, downward and across as deemed fit
• Manage decisions- acquire feedback, input, and consult as required Manages performance.
• Provide coaching, mentoring and development of staff. Conducts powerful conversations and provides meaningful and actionable feedback for staff growth and development.
• Executes all phases of the performance review process with diligence and on time.
• Develops operational schedule in conjunction with scheduling and planning team.
• Drives increased scheduled adherence and cycle time. Drives continuous improvements through staff engagement
• Demonstrated ability to lead manufacturing operations teams to achieve objectives. Acts to promote a productive and cooperative climate.
• Helps to promote team effectiveness by engaging in a trusting, supportive partnership with others.
• Encourages or facilitates a beneficial resolution of purpose. Resolve conflicts in a constructive manner that allows win/win solution
• Demonstrated ability to prioritize and coordinate activities within and across work groups; able to anticipate priority differences and issues and resolves these before problems occur, exceeds desired results.
• Participates in the budget development process; effectively controls expenses (OT, Supplies, T&E) within their influence.
• Develops stretch goals and uses effective motivation techniques to achieve them. Strong team diagnostic skill and strategy for team growth.
• Shapes site goals and policies.
• Able to effectively lead cross functional teams.
• Provides shift continuity by attending the daily scheduling and triage meetings.
• Attends active maintenance, frozen schedule, and IEF meetings as a standing member.
• Provides direct audit support.
• Leads CAPA and eCC child actions to meet target due dates.
• Drives accountability through Tier Meetings Department approver of MBRs, BOMs, SOPs and other manufacturing documentation.
• Works with Site Leadership to develop and implement strategic initiatives. Acts as a consultant to project teams.
• Provides on call support for the manufacturing team including active participation on the weekend and holidays.

KNOWLEDGE AND SKILL

• Knowledge of science generally attained through studies resulting in a B.S., in science, engineering, biochemistry or related discipline, or its equivalent is highly desired.
• Direct biologic manufacturing experience of 8+ years with minimum of 3+ years of previous supervisory experience which demonstrates proficiency in selection of team and effectively managing personnel issues is required.
• Mastery of SOPs and cGMPs within a regulatory environment.
• Experience with cell culture operations is highly desirable.
• Extensive knowledge of biopharmaceutical manufacturing process with a proven record in pharmaceutical technology, technology transfer, process development, manufacturing support.
• Demonstrated aptitude for engineering principles and manufacturing automation systems.
• Previous cross-functional supervisory experience which demonstrates proficiency in selection, motivating and retaining a superior team, effectively managing personnel issues and planning and administering financial resources.
• Adaptable to a fast paced, complex and ever-changing business environment.
• Effective communication and technical writing skills with support groups in the coordinating system to obtain needed cooperation and support as required in a timely and effectively manner.

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:

Devens - MA - US: $131,750 - $159,650

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 Protocol

BMS 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.