Associate Director, Succession and Assessment Strategy
Bristol Myers Squibb
August 18, 2026
Remote friendly (Princeton, NJ)
United States
Human Resources
What We Are Looking For
Associate Director, Succession & Assessments serves as a key leader in building frameworks to drive leadership continuity, executive readiness, and long-term workforce sustainability. Leads the strategy and design of enterprise succession planning, executive assessment, and strategic workforce planning initiatives.
Primary Responsibilities
- Lead the design and evolution of enterprise succession planning and succession pool strategy across executive and enterprise critical roles.
- Define and maintain succession frameworks, criteria, and readiness definitions.
- Partner with Executive Talent Partners, HR Business Partners, and functional leaders to identify and align critical roles and capabilities.
- Identify, design, and implement critical pipeline development and engagement experiences.
- Ensure functional succession plans align with enterprise standards while reflecting unique business needs.
- Design and implement succession planning discussion tools and resources.
- Own succession data governance, reporting, and analytics (bench strength, readiness, leadership risk).
- Configure and optimize Workday succession and talent planning functionality with HR Operations/Technology.
- Develop and maintain dashboards and workforce-planning insights.
- Lead assessment strategy and design (discovery, tool selection, application across leadership populations).
- Translate assessment insights into development priorities and coaching recommendations.
- Own executive coaching vendor management (selection, contracting, oversight, QA).
- Partner to integrate assessment/coaching insights into development and succession strategies.
Qualifications
- Bachelor’s degree required; Master’s in HR, Organizational Psychology, or related field preferred.
- 7+ years in succession planning, executive assessment, workforce planning, or related talent disciplines.
- Expertise in succession frameworks, critical role identification, and leadership readiness evaluation.
- Experience with executive assessments and coaching providers.
- Familiarity with HR systems (Workday preferred), reporting, and talent analytics.
- Ability to partner with senior leaders; facilitate high-stakes talent discussions.
- Strong analytical/strategic/problem-solving skills; excellent communication/facilitation/stakeholder management.
- Ability to manage multiple interdependent initiatives; comfortable in ambiguity.
Compensation & Benefits
- Princeton, NJ, US: $166,010 - $201,159.
- Benefits include health coverage, wellbeing support, and financial protection (e.g., 401(k), life insurance, disability). Paid time off per eligibility.
Associate Director, Succession & Assessments serves as a key leader in building frameworks to drive leadership continuity, executive readiness, and long-term workforce sustainability. Leads the strategy and design of enterprise succession planning, executive assessment, and strategic workforce planning initiatives.
Primary Responsibilities
- Lead the design and evolution of enterprise succession planning and succession pool strategy across executive and enterprise critical roles.
- Define and maintain succession frameworks, criteria, and readiness definitions.
- Partner with Executive Talent Partners, HR Business Partners, and functional leaders to identify and align critical roles and capabilities.
- Identify, design, and implement critical pipeline development and engagement experiences.
- Ensure functional succession plans align with enterprise standards while reflecting unique business needs.
- Design and implement succession planning discussion tools and resources.
- Own succession data governance, reporting, and analytics (bench strength, readiness, leadership risk).
- Configure and optimize Workday succession and talent planning functionality with HR Operations/Technology.
- Develop and maintain dashboards and workforce-planning insights.
- Lead assessment strategy and design (discovery, tool selection, application across leadership populations).
- Translate assessment insights into development priorities and coaching recommendations.
- Own executive coaching vendor management (selection, contracting, oversight, QA).
- Partner to integrate assessment/coaching insights into development and succession strategies.
Qualifications
- Bachelor’s degree required; Master’s in HR, Organizational Psychology, or related field preferred.
- 7+ years in succession planning, executive assessment, workforce planning, or related talent disciplines.
- Expertise in succession frameworks, critical role identification, and leadership readiness evaluation.
- Experience with executive assessments and coaching providers.
- Familiarity with HR systems (Workday preferred), reporting, and talent analytics.
- Ability to partner with senior leaders; facilitate high-stakes talent discussions.
- Strong analytical/strategic/problem-solving skills; excellent communication/facilitation/stakeholder management.
- Ability to manage multiple interdependent initiatives; comfortable in ambiguity.
Compensation & Benefits
- Princeton, NJ, US: $166,010 - $201,159.
- Benefits include health coverage, wellbeing support, and financial protection (e.g., 401(k), life insurance, disability). Paid time off per eligibility.