Associate Director, Onboarding Product and Process Design

We need to output HTML fragment with sections: h3 for headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to include only sections with real content. We have content: description about working at BMS (intro). Then role description: "The Associate Director, Onboarding Product and Process Design is responsible for all Preboarding, Onboarding activities...". That's about the role. Could be "About the role". Then "Key Responsibilities" list. Then "Qualifications & Experience". Then "Compensation Overview" includes pay range. Then "Benefits" list. There's also "On-site Protocol Responsibilities", "Supporting People With Disabilities", "Candidate Rights", "Data Protection" etc. Those might be considered boilerplate? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The sections like Supporting People With Disabilities, Candidate Rights, Data Protection are likely legal/EEO boilerplate; we should remove them. Also "On-site Protocol Responsibilities" maybe not boilerplate but could be considered part of role? Might be considered job details but not typical heading; but we could include as part of About the role? Probably better to omit as it's not requested heading. The instruction: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we need sections: About the role (intro + role description), Responsibilities (list), Qualifications (list), Pay (compensation range), Benefits (list). Possibly Skills? Not separate; qualifications cover skills. We'll not create Skills if not explicit. We must preserve ALL substantive information; do not invent or summarize away detail. So we need to include all details from those sections. Let's extract: About the role: The paragraph: "Working with Us Challenging. Meaningful. Life-changing...." Actually that's generic intro. Then "The Associate Director, Onboarding Product and Process Design is responsible for all Preboarding, Onboarding activities within the People Services (PS) domain. This role covers the entire pre- and onboarding lifecycle – from global process design to system & vendor ownership alongside cross-functional coordination with Legal, IT, Talent Acquisition (TA) and HRBPs – maintaining business continuity, optimizing the candidate/employee experience and strengthening PS capabilities." We should keep that. Responsibilities: list items after "Key responsibilities include:" each bullet. Let's list them: - Own the strategy, design, and lifecycle management of internal-facing systems and templates used to generate new hire work contracts and related documentation, applying product lifecycle management (PLM) principles to drive continuous evolution and scalability - Own the strategic vendor relationship and process/product model for third-party providers supporting preboarding and onboarding, ensuring service quality, risk mitigation, and alignment with PS objectives - Serve as the owner for all documentation issued throughout the pre- and onboarding processes including Employment Contract/Individual Agreements, and offer letters - Design and govern the end-to-end process for requesting, reviewing, and implementing documentation changes, balancing user needs, legal accuracy, and operational efficiency - Lead and coordinate the PS due diligence process by comprehensive data-gathering to enable informed decision-making - Ensure ongoing US and global compliance with regulatory requirements and applicable employment laws across countries, regions where impacted employees or the business operate - Define, monitor and assess workforce transition metrics, identifying opportunities for future improvements. - Partner strategically with HRIT, HRBP, Finance, and Legal to assess cross-functional impacts to People Services, influencing decisions to ensure risk mitigation and optimal operational outcomes - Monitor and evaluate emerging technologies and market trends relevant to the functional restructuring subject area, providing insights and recommendations to enhance business competitiveness and innovation Qualifications & Experience: list after that heading. Let's extract bullet-like sentences: - 7+ years of comprehensive HR experience with preboarding, onboarding related experience. Strong expertise in US and Global activities. - High level of business acumen. - Exceptional organizational skills and proficiency in creating and managing timelines. - Proven ability to navigate and make an impact within a matrixed, multicultural organization under various business contexts and circumstances. - Solid business strategy mindset with the agility to adapt to a dynamic environment high level of integrity and dependability, with a strong sense of urgency and results orientation. Capable of managing multiple deadlines and competing priorities effectively. - Demonstrated ability to develop meaningful and trusted relationships with all levels of the organization and manage stakeholders within a highly matrixed organization; work across cross-functional, cross-organizational teams (including outsource providers and contractors, as necessary) and effectively communicate ideas and influence stakeholders to accomplish goals and objectives. - Great knowledge of HR practices globally - Great knowledge of HR systems and platforms, with strong technical acumen - Solid understanding of core financial concepts, including budgeting, cost analysis, and financial reporting - Bachelor’s Degree 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. (This is more encouragement; maybe keep as part of About? It's generic but could be considered boilerplate? It's not a legal disclaimer; it's encouragement to apply. Might be considered application instruction? Probably we should drop it as it's generic encouragement. The instruction says remove application instructions. This is encouragement to apply; could be considered application instruction. Safer to drop.) Pay: "Compensation Overview Tampa - FL - US: $154,190 - $186,842 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/." We need to include Pay section with that info. Should we include the link? Probably yes as it's part of compensation overview. But the instruction: remove application instructions; the link to benefits is not application instruction. Keep. Benefits: list after "Benefits 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:" then bullet list. Let's extract benefits list: - 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. That's a long paragraph; we need to keep as list items? The original seems to be a paragraph but we can treat each bullet as a list item. However the instruction: Use

• for any list of duties/requirements/benefits. So we need to split into list items. The benefits section includes multiple categories; we can make each category as
• with its description. We'll produce:

  About the role

  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 Associate Director, Onboarding Product and Process Design is responsible for all Preboarding, Onboarding activities within the People Services (PS) domain. This role covers the entire pre- and onboarding lifecycle – from global process design to system & vendor ownership alongside cross-functional coordination with Legal, IT, Talent Acquisition (TA) and HRBPs – maintaining business continuity, optimizing the candidate/employee experience and strengthening PS capabilities.

  Responsibilities

  • Own the strategy, design, and lifecycle management of internal-facing systems and templates used to generate new hire work contracts and related documentation, applying product lifecycle management (PLM) principles to drive continuous evolution and scalability
  • Own the strategic vendor relationship and process/product model for third-party providers supporting preboarding and onboarding, ensuring service quality, risk mitigation, and alignment with PS objectives
  • Serve as the owner for all documentation issued throughout the pre- and onboarding processes including Employment Contract/Individual Agreements, and offer letters
  • Design and govern the end-to-end process for requesting, reviewing, and implementing documentation changes, balancing user needs, legal accuracy, and operational efficiency
  • Lead and coordinate the PS due diligence process by comprehensive data-gathering to enable informed decision-making
  • Ensure ongoing US and global compliance with regulatory requirements and applicable employment laws across countries, regions where impacted employees or the business operate
  • Define, monitor and assess workforce transition metrics, identifying opportunities for future improvements.
  • Partner strategically with HRIT, HRBP, Finance, and Legal to assess cross-functional impacts to People Services, influencing decisions to ensure risk mitigation and optimal operational outcomes
  • Monitor and evaluate emerging technologies and market trends relevant to the functional restructuring subject area, providing insights and recommendations to enhance business competitiveness and innovation

  Qualifications

  • 7+ years of comprehensive HR experience with preboarding, onboarding related experience. Strong expertise in US and Global activities.
  • High level of business acumen.
  • Exceptional organizational skills and proficiency in creating and managing timelines.
  • Proven ability to navigate and make an impact within a matrixed, multicultural organization under various business contexts and circumstances.