Director, Talent Innovation & Insights

Director, Talent Innovation And Insights

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.

The Director, Talent Innovation and Insights at Bristol Myers Squibb is responsible for shaping and leading the company's talent-based AI strategy in HR and Talent Processes. This role is at the intersection of talent management, technology, and organizational development, driving the adoption of AI, analytics, and digital innovation to create a future-ready workforce. Key responsibilities include implementing GenAI solutions that provide actionable talent insights, increasing HR and managerial effectiveness, and supporting evidence-based decision-making in areas like performance management, succession, change management and workforce planning. The incumbent must anticipate and proactively address resistance, bridge gaps in understanding, measure outcomes and foster an adaptive culture that embraces ongoing transformation. By promoting and reinforcing the use of AI in HR, this leader helps foster a resilient, innovative culture that empowers employees and keeps Bristol Myers Squibb competitive.

Enhancing Manager Effectiveness With AI

• Design and implement AI-powered solutions into functional workflows to support managers in making data-driven decisions about talent, performance, and team dynamics.
• Leverage analytics to provide HR with real-time insights into workforce engagement, productivity, and development needs.
• Oversee ethical guidelines and governance structures for responsible AI use and data privacy within HR.

Building AI Digital Acumen In HR

• Upskill the HR function on the use of GenAI applications, especially prompt engineering in the flow of work.
• Partner with L&D to create targeted learning experiences and micro-upskilling programs to build managerial fluency in digital tools, GenAI, and strategic workforce planning.
• Embed cutting-edge AI and analytics into leadership development programs and performance enablement frameworks.
• Strengthen Inclusion, with a particular emphasis on integrating best practices into AI-enabled talent management.
• Shape and advance a global skills strategy to ensure our workforce remains agile and aligned with BMS's scientific and business objectives.

Next Generation Talent Planning With AI

• Identify and prioritize roles and skills across HR and the organization that have the highest potential for value creation through AI augmentation, ensuring targeted deployment for maximum impact.
• Utilize advanced analytics and AI-driven insights to identify, assess, and nurture high-potential talent, supporting both immediate and long-term organizational needs.
• Partner with business leaders to design and implement integrated talent planning and workforce strategies that ensure readiness for business transformation and growth.

Driving HR Productivity Through AI Agents

• Collaborate with senior leadership to continuously evolve HR's approach to AI enablement in step with the rapidly changing technological landscape.
• Design, build, socialize, and deploy a strategic global approach to capture value from AI and digital coworkers across HR.
• Reimagine HR operating models to inspire cross-functional teamwork, cultivate a culture of innovation, and amplify our collective impact.

Enhancing Change Management In The Age Of AI

• Design comprehensive change management frameworks that anticipate the organizational, cultural, and individual impacts of AI adoption.
• Employ proven methodologies to support employees through transitions, from initial exposure to advanced integration of digital tools.
• Lead transparent, consistent communication strategies that build trust and clarity around the purpose, benefits, and expectations of AI-enabled initiatives.

Qualifications & Experience

• An advanced degree is required in Data Science, Computer Science, Organizational Psychology or equivalent.
• Extensive experience (10+ years) expertise in leveraging data and insights, AI model development, product management and/or leveraging digital tools to shape and transform HR processes and drive measurable results within large, matrixed organizations.
• Experience in shaping HR process and user experience leveraging AI and analytics; leads and implements metrics to measure AIs impact on functional and business goals.
• Experience fostering a culture of innovation and data-driven decision making to promote knowledge-sharing, cross-functional collaboration and scaling of successful AI initiatives.
• In-depth knowledge of global HR trends, digital transformation, and talent analytics.
• Proven ability to manage large-scale change initiatives and navigate ambiguity in a fast-paced environment.
• Exceptional analytical and problem-solving skills, with a data-driven mindset and the capacity to translate complex insights into actionable strategies.
• Strong team leadership, communication, and influencing skills, with the ability to effectively partner with senior leaders and HR colleagues.

Compensation Overview: Princeton - NJ - US: $189,890 - $230,102. 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. Benefit offerings are subject to the terms and conditions of the applicable plans then in effect and may include the following: Medical, pharmacy, dental and vision care. Wellbeing support such as the BMS Living Life Better program and employee assistance programs (EAP). Financial well-being resources and a 401(K). Financial protection benefits such as short- and long-term disability, life insurance, supplemental health insurance, business travel protection and survivor support. Work-life programs include paid national holidays and optional holidays, Global Shutdown Days between Christmas and New Year's holiday, up to 120 hours of paid vacation, up to two (2) paid days to volunteer, sick time off, and summer hours flexibility. Parental, caregiver, bereavement, and military leave. Family care services such as adoption and surrogacy reimbursement, fertility/infertility benefits, support for traveling mothers, and child, elder and pet care resources. Other perks like tuition reimbursement and a recognition program.