Director, International Compensation

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

With a strong emphasis on compliance, customer-centric service delivery, and operational excellence, the Director, International Compensation is responsible for the governance and execution of compensation programs. This role ensures base pay, incentive plans, allowances, and supplemental pay practices are aligned with evolving country-specific legal and regulatory requirements, including the EU Pay Transparency Directive.

Operating within a matrixed environment and without direct reports, this position partners closely with Legal, Payroll, People Services, Finance, HRIS, and regional leadership to deliver compliant, practical, and scalable compensation solutions. The Director serves as the regional compensation subject matter expert, ensuring regulatory integrity, operational accuracy, and a high-quality employee experience.

Key Responsibilities

• Accountable for governance and oversight of base pay structures, short-term incentive plans, allowances, and supplemental compensation practices outside of the US, ensuring compliance with global frameworks and local statutory requirements.

• Lead implementation and ongoing governance of the EU Pay Transparency Directive, including pay equity analysis, reporting readiness, documentation, and process controls.

· Lead country specific pay equity requirements outside of EUPTD (e.g., UK, Canada, Australia)

• Partner with Legal to interpret complex regulatory requirements and ensure compliant design and execution of compensation programs across multiple jurisdictions.

• Provide subject matter expertise for works council consultations and negotiations related to compensation matters, ensuring appropriate documentation, risk mitigation, and regulatory alignment.

• Oversee administration of annual and short-term incentive plans, ensuring adherence to country-specific legal, tax, and social insurance requirements.

• Provide guidance on bonus eligibility, payment structures, documentation standards, and compliance considerations in complex markets.

• Govern country-specific allowances and statutory or market-based supplemental pay practices (e.g., car allowances, meal vouchers, premiums, local payments), ensuring alignment with market as well as compensation philosophy and regulatory requirements.

• Partner closely with Payroll, Finance, and People Services to ensure accurate, timely execution of compensation programs and appropriate governance controls.

• Leverage advanced Workday Compensation expertise to support configuration, reporting, audits, pay equity analysis, and regulatory documentation.

• Ensure data integrity and system-based controls to support transparency obligations and mitigate compliance risk.

• Monitor legislative developments across EMEA & APAC and proactively assess impact to compensation programs and processes.

• Translate complex regulatory and compensation concepts into clear, actionable guidance for stakeholders.

• Drive a customer-focused approach that balances regulatory rigor with practical, business-aligned solutions and a seamless employee experience.

Qualifications & Experience

Bachelor’s degree in Human Resources, Business Administration, Finance, or related field. Advanced degree or CCP certification preferred.

At least 10 years of progressive compensation experience within a multinational organization, with significant exposure to EMEA regulatory environments.

Demonstrated expertise in works council engagement and managing compensation in highly regulated markets.

Proven experience implementing pay transparency and pay equity initiatives, including EU regulatory compliance.

Strong knowledge of incentive plan governance, country-specific bonus administration, and allowance structures.

Advanced proficiency in Workday Compensation, including reporting, configuration, audits, and data governance.

Demonstrated ability to partner effectively with Legal, Payroll, Finance, HRIS, and shared services teams in a matrixed organization.

Strong analytical, risk assessment, stakeholder management, and communication skills.

Ability to operate independently and influence effectively without direct authority in a complex, global environment.

Minimum Requirement / Knowledge Desired:

Bachelor’s Degree or equivalent progressive work experience required.

Deep knowledge of EMEA labor laws, compensation regulations, and pay transparency requirements.

Strong consulting, impact, and influence skills with the ability to navigate complex regulatory environments.

Excellent written and verbal communication skills, with strong analytical and problem-solving capabilities.

Direct Reports

None

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: $190,830 - $231,235 


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.

R1600413 : Director, International Compensation