Associate Director, Enterprise Skills and Career Development Strategy

Working with Us Challenging. Meaningful. Life-changing. Those aren’t words that are usually associated with a job. But working at Bristol Myers Squibb is anything but usual. Here, uniquely interesting work happens every day, in every department. From optimizing a production line to the latest breakthroughs in cell therapy, this is work that transforms the lives of patients, and the careers of those who do it. You’ll get the chance to grow and thrive through opportunities uncommon in scale and scope, alongside high-achieving teams. Take your career farther than you thought possible. Bristol Myers Squibb recognizes the importance of balance and flexibility in our work environment. We offer a wide variety of competitive benefits, services and programs that provide our employees with the resources to pursue their goals, both at work and in their personal lives. Read more: careers.bms.com/working-with-us. Position Summary The Associate Director, Enterprise Skills & Career Development Strategy plays a critical role in shaping and advancing the organization’s skills‑based talent strategy. This role leads the design, execution, and continuous evolution of enterprise skills frameworks and career development experiences that enable workforce agility, growth, and future readiness. Who you will work with: This position reports to the Senior Director, Enterprise Talent Processes and Enablement. Partnering closely with HR Centers of Excellence (COEs), HR Technology, and business stakeholders, this role drives the integration of skills into career development, talent planning, and learning ecosystems. The role ensures strong governance, alignment, and adoption of skills across the enterprise while delivering scalable, skill‑driven development solutions that empower employees and managers. Primary responsibilities: Enterprise Skills Strategy & Governance * Lead the design and execution of the enterprise skills strategy, ensuring alignment with business priorities, workforce needs, and talent programs. * Establish governance, standards, and operating models for skills across HR COEs, driving consistency in how skills are defined, applied, and leveraged. * Partner with Talent, Learning, Performance, Succession, and Workforce Planning teams to embed skills into core people processes and decisions. * Serve as a thought leader on skills‑based workforce practices, translating external trends and internal insights into practical, scalable solutions. Skills‑Based Career Development & Experiences * Lead enterprise skills‑driven career development initiatives, including Wired for Growth and other enterprise skills development programs. * Own the design and evolution of skills‑based career experiences, including career pathways, skill assessments and growth frameworks. * Oversee the integration and optimization of Workday and Eightfold career profiles to ensure skills visibility, data quality, and usability for employees and managers. * Drive the development of a skills‑based Career Hub, providing clear access to development opportunities, career insights, and growth resources. Talent Marketplace & Skill‑Driven Opportunities * Lead strategy and execution for the enterprise gig marketplace, enabling skill‑based project opportunities that accelerate development and internal mobility. * Ensure alignment between the gig marketplace, learning opportunities, and broader career development offerings. * Partner with business leaders and HR teams to identify and promote high‑value skill‑building opportunities across the organization. * Monitor adoption and impact of skill‑based opportunities, using insights to continuously improve effectiveness and engagement. Systems, Data & Insights * Partner with HR Technology and Operations to optimize systems that support skills, career development, and mobility. * Establish metrics and reporting to measure skills adoption, development progress, career movement, and program impact. * Translate skills and career data into insights that support workforce planning, talent decisions, and continuous improvement. Qualifications: * Bachelor’s degree required; Master’s degree in HR, Organizational Development, or a related field preferred. * 7+ years of experience in talent management, learning, workforce strategy, or related HR disciplines. * Strong understanding of skills‑based talent models, career development frameworks, and internal mobility. * Experience designing or delivering enterprise talent programs and digital career experiences. * Familiarity with HR systems and platforms (Workday and/or Eightfold experience preferred). * Proven ability to lead cross‑functional initiatives and influence without direct authority. * Strong communication, facilitation, and stakeholder‑management skills. * Analytical mindset with the ability to translate data and insights into actionable strategies. * Action‑oriented, adaptable, and comfortable working in complexity and ambiguity. 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: $166,010 - $201,159 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. Uniquely Interesting Work, Life-changing Careers With a single vision as inspiring as “Transforming patients’ lives through science™ ”, every BMS employee plays an integral role in work that goes far beyond ordinary. Each of us is empowered to apply our individual talents and unique perspectives in a supportive culture, promoting global participation in clinical trials, while our shared values of passion, innovation, urgency, accountability, inclusion and integrity bring out the highest potential of each of our colleagues. 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. Supporting People with Disabilities BMS is dedicated to ensuring that people with disabilities can excel through a transparent recruitment process, reasonable workplace accommodations/adjustments and ongoing support in their roles. Applicants can request a reasonable workplace accommodation/adjustment prior to accepting a job offer. If you require reasonable accommodations/adjustments in completing this application, or in any part of the recruitment process, direct your inquiries to adastaffingsupport@bms.com. Visit careers.bms.com/eeo-accessibility to access our complete Equal Employment Opportunity statement. Candidate Rights BMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws in your area. If you live in or expect to work from Los Angeles County if hired for this position, please visit this page for important additional information: https://careers.bms.com/california-residents/ Data Protection We will never request payments, financial information, or social security numbers during our application or recruitment process. Learn more about protecting yourself at https://careers.bms.com/fraud-protection. Any data processed in connection with role applications will be treated in accordance with applicable data privacy policies and regulations. If you believe that the job posting is missing information required by local law or incorrect in any way, please contact BMS at TAEnablement@bms.com. Please provide the Job Title and Requisition number so we can review. Communications related to your application should not be sent to this email and you will not receive a response. Inquiries related to the status of your application should be directed to Chat with Ripley. R1602267 : Associate Director, Enterprise Skills and Career Development Strategy