Associate Director, HRBP, Site Quality Global Business Unit

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.

The HR Business Partner (HRBP) supporting the Manatí manufacturing site (Puerto Rico) and the Site Quality organization for the Global Business Unit (GBU) provides strategic people partnership to site and functional leaders across Global Product Development & Supply (GPDS). This role helps to shape and execute the people strategy required to deliver a high-performing, compliant, and engaged workforce within a complex manufacturing and quality environment, under supervision of the Executive Director, HRBP, Global Business Unit and the Executive Director, HRBP Global Quality ‑performing, compliant, and engaged workforce within a complex manufacturing and quality environment

The HRBP serves as a critical connector across multiple GPDS functions, collaborating closely with Manufacturing Operations, Site Quality, and global Centers of Expertise (CoEs) to enable organizational effectiveness, workforce planning, talent management, and culture transformation. The role requires strong partnership across multiple geographies and matrixed structures to ensure alignment and pull‑through of enterprise talent and workforce strategies.

Position Responsibilities

• Partner with Manatí site leadership and GBU Site Quality leaders to translate business strategy into a people and organizational strategy that accelerates performance, ensures compliance, and supports sustained operational excellence.
• Lead and deploy HR initiatives supporting organizational design, workforce planning (e.g., critical manufacturing and quality capabilities), and talent development across both organizations.
• Leverage data, metrics, and Site Quality/GBU insights to inform decisions related to organizational health, capacity, performance, and engagement.
• Collaborate with CoEs (Talent, Total Rewards, Workforce Analytics, People Science etc.) to ensure programs are tailored for the realities of local site operations and Global Quality while maintaining enterprise alignment.
• Support succession planning, talent pipeline development, and critical capability strengthening for both Manatí Operations and the GBU Quality leadership team.
• Serve as an integrator across GPDS HRBPs and the wider People organization, ensuring coherent and consistent delivery of HR processes, workforce initiatives, and change efforts.
• Lead and guide change management and communication efforts for site‑level and global quality transformations.

Additional Responsibilities

• Role model BMS values—Integrity, Innovation, Urgency, Passion, Accountability, Inclusion—within a diverse manufacturing and quality community.
• Ensure end‑to‑end organizational solutions that include strategic communication, stakeholder engagement, and effective change leadership.
• Identify and anticipate site and quality workforce needs; articulate these needs to CoEs and business leaders, enabling scalable and value‑adding solutions.
• Apply workforce insights to strengthen organizational capability, employee engagement, and succession readiness.
• Support leaders in navigating a highly regulated, compliance‑driven environment, integrating people implications into business decisions.
• Demonstrate strong business acumen, strategic coaching, and the ability to influence senior leaders in a complex, global, matrixed manufacturing and quality context.

Knowledge and Skills

• BA/BS degree required; advanced degree preferred.
• A minimum of 7 years of progressive HR experience with demonstrated strength in business partnership, organizational design, talent management, and change leadership.
• Experience supporting manufacturing, quality, or highly regulated operational environments strongly preferred.
• Demonstrated capability in data‑driven decision‑making, workforce analytics, and organizational diagnostics.
• Strong consultative and coaching skills; proven effectiveness working with senior leaders.
• Experience leading or supporting complex change initiatives, including communication and stakeholder alignment.
• Ability to work effectively in a global, matrixed organization and influence without authority.
• Deep understanding of external workforce trends, compliance considerations, and talent strategies relevant to manufacturing and quality operations.
• Primarily working in an office environment, regular travel (6 - 8 weeks) may be required.

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: $161,840 - $196,112 


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.

R1599092 : Associate Director, HRBP, Site Quality Global Business Unit