Executive Director, Human Resources Business Partner (HRBP), Product Development (PD) and Manufacturing Sciences & Technology (MS&T)

Role Summary

Executive Director, Human Resources Business Partner (HRBP) for Product Development (PD) and Manufacturing Sciences & Technology (MS&T) within Global Product Development & Supply (GPDS) is a senior HR leader responsible for driving the people strategy and delivering innovative organizational and talent solutions. This role partners directly with the functional leadership teams and their global teams, providing strategic HR support to enable business performance and foster a collaborative, high-performing culture. The role is based in New Jersey, United States and reports to the Vice President, HR GPDS.

Responsibilities

• Provide strategic HR Business Partner leadership to PD and MS&T senior leaders and their respective organizations, maximizing business performance and collaboration through an integrated People Strategy.
• Translate business strategy and organizational needs into contemporary People solutions, including organizational design, talent management, workforce planning, and culture transformation initiatives.
• Leverage business strategy, people strategy, market insights, and organizational analytics to design and execute bold, innovative talent and workforce plans supporting ongoing organizational transformation and evolution of GPDS functions.
• Serve as a trusted advisor to senior leadership on organizational development, talent management, team effectiveness, and change management to foster a productive and motivating work environment.
• Ensures connectivity within the scientific and technical talent ecosystem between PD and MS&T, as well as the broader scientific community at BMS.
• Apply systems thinking and lead change initiatives, utilizing data-driven insights and metrics to improve organizational performance and drive business results.
• Use analytics and external best practices to inform talent and organizational decisions, supporting robust workforce planning, employee engagement, and succession management.
• Work seamlessly across the HR Operating Model (including HR Business Partners, Centers of Excellence, and People Services) to deliver tailored HR solutions aligned with business needs and enterprise value.
• Act as an ambassador for the People Organization, representing the company in external forums and communicating the People Strategy both internally and externally.

Education

• Bachelor's degree required; advanced degree preferred.

Qualifications

• Experience: Minimum 12 years of progressive HR experience, ideally within multinational organizations and complex, matrixed environments.
• Extensive HR business partner experience with strong business acumen, consulting, and leadership skills.
• Demonstrated success working with senior management to influence and drive organizational decisions and outcomes.
• Experience designing and implementing change management strategies, including communication and engagement plans.
• Expertise in leveraging data, metrics, and analytics to inform HR strategy and business performance.
• Demonstrated knowledge of workforce planning, engagement, and succession management best practices.
• Ability to build alignment and collaborate effectively in a cross-functional, matrixed environment.
• Up-to-date understanding of external trends influencing human behavior and decision-making at all organizational levels.
• Strategic mindset with a bias for action, innovation and building future-ready capabilities within a scientific community.
• Strong interpersonal and communication skills, with the ability to engage, influence, and build trust across all levels of the organization.
• Resilient, adaptable, and comfortable navigating ambiguity and change.
• Role model for company values, ethics, and inclusion.

Skills

• Strategic HR leadership and business acumen.
• Strong interpersonal and communication skills with the ability to influence and build trust across all levels.
• Data-driven decision making using HR analytics and metrics.
• Change management, organizational development, and talent management.
• Workforce planning, succession planning, and cross-functional collaboration in matrixed environments.
• Stakeholder management and advisory capabilities with senior leadership.