The Sr. Director, HRBP for Neurology and Strategy & Innovation in Drug Development plays a pivotal role in providing strategic partnership to the Senior Leaders for the Therapeutic Areas within the function. This position is responsible for aligning the Research, Development, and Commercial HRBP team in support of the Neurology and ICV people strategy. The role demands HR leadership in driving the people strategy, workforce planning, organizational design, talent management, team effectiveness, and change management. Given the global presence of the client group across multiple BMS locations and geographies, close alignment with the People Org and function leadership is essential to ensure the seamless execution of workforce planning and talent strategy. Key Responsibilities • Provides strategic HR Business Partner expertise to the Therapeutic Areas Leadership in function to maximize organizational performance. • Leverages business strategy, people strategy, external best practices and organizational insights to deliver bold and innovative organizational and talent solutions, including organizational design, workforce planning, talent management, and culture change. • Aligns corporate and functional strategies with BMS people strategy, monitoring the effectiveness of organizational performance programs through metrics and analytics to bring value through the business. • Collaborates with Centers of Excellence (COE's) to monitor external environment (e.g., job market, technology, demographic development) and define future workforce requirements (quantitative and qualitative) as well as identifying and articulating the People needs of the business to the COE's and deploys their programs and processes in ways that bring value to the business. • Drives the ONE People team across the region and provides guidance and collaborates with therapeutic area HR Business Partners, COEs and People Services leaders for effective global deployment of People activities. • Analyzes key data and trends to drive organizational effectiveness and the development of a workforce plan aligned with business strategy and objectives. • Supports succession planning, talent retention efforts and pipelining, as necessary, for external talent. • Leads a team of functional HRBPs ensuring continuous performance, engagement and development of all team members. Additional Responsibilities • Role Model our BMS Values of Integrity, Innovation, Urgency, Passion, Accountability, and Inclusion. • Ensures end-to-end org design, encompassing communication and effective change management. • Translate business strategy and organizational needs into contemporary organizational solutions including organizational design, inclusion and diversity, succession & talent management, and culture change. • Collaborate across the People OP Model (COE's, People Services) to articulate business needs and partners in delivering solutions in ways that bring value across the enterprise. • Applies judgment to data insights and trends to support business talent and organization decisions that drives organizational effectiveness and innovative and robust workforce planning, engagement strategies, and succession management • Shape and lead change management efforts to ensure delivery of organizational solutions, programs, and deliverables. Qualifications • BA/BS Degree, Advanced Degree preferred, and 15+ years of HR relevant business experience • Proven leadership effectiveness in followership, innovation, people program/project management, and executive coaching, demonstrating the ability to inspire and guide teams, foster a culture of creativity and continuous improvement, manage complex projects and programs efficiently, and provide strategic coaching to senior executives to enhance their leadership capabilities. • Expertise in talent management, including end-to-end talent acquisition, performance management, engagement, and diversity, equity, and inclusion. • Demonstrated experience utilizing data and analytics to drive business and talent decisions, including data analysis, insights generation, data visualization, data integrity, and diagnostic capabilities. • Demonstrated behavioral skills in curiosity, learning agility, and growth mindset. • Exhibit understanding of regulatory compliance, including the human elements and implications to enterprise and business. • Demonstrated strength in strategy and business acumen by influencing and shaping business strategy through people strategy, anticipating external trends, providing context and influence for organizational effectiveness, applying systems thinking, and using a diagnostic mindset to improve talent and business outcomes. • Extensive experience in business partnering, including organizational savvy and influence, consulting, performance management, organizational design, change management, and significant leadership skills in building and leading global, diverse teams of People professionals. • Extensive experience as an HR business partner with significant leadership skills leading and working across global, diverse teams of HR professionals. • Proven success in working effectively at senior management levels to impact and influence decision-making. • Experience working with global teams. • Experience in leading change management efforts, including defining change and communication plans. • Experience in the use of metrics and analytics in a way that drives business performance. • Demonstrated experience in applying workforce planning knowledge, engagement strategies, and succession management. • Proven experience in working effectively within a matrixed environment and building alignment in a cross-functional and team environment. • Knowledge of external trends and factors that influence human behaviors and decision-making at the individual, group, and organizational level. 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: Princeton - NJ - US: $221,430 - $268,315 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.