Associate Director, US Medical Learning, Oncology

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. Must not include Job ID/requisition numbers as headings; we can fold minor metadata into short p or drop it. Remove boilerplate etc. We need to parse the posting: It includes description about BMS, purpose, role description, who you will work with, primary responsibilities (list), qualifications (list), compensation overview (pay range), benefits (description), maybe schedule? Not explicit schedule; maybe remote? It says home office-based role, reports to Director. Could infer schedule not given. We should not create Schedule section unless posting actually states it. It does not mention schedule specifics (like full-time, hours). So omit Schedule. We need sections: About the role (maybe summary), Responsibilities (list), Requirements (maybe qualifications?), Qualifications (maybe education/experience), Skills (maybe specific skills), Benefits, Pay. We must not invent placeholder text. Use only content present. Let's extract: About the role: The paragraph after "At Bristol Myers Squibb..." up to "The position is a home office-based role and reports to the Director, Oncology, US Commercialization Learning." Also "Who You Will Work With" maybe part of About the role? Could be separate but we can combine into About the role. Responsibilities: The list under "Primary Responsibilities" (multiple sentences each starting with a verb). We'll turn each into

. Requirements: Might be the qualifications section? The posting has "Qualifications" heading with bullet-like list (Bachelor’s degree..., 5-7 years..., Proven track record..., etc.). That's qualifications. Could also treat as Requirements. But we need both Requirements and Qualifications sections if content distinct. The posting has "Qualifications" heading; we can use that as Qualifications section. For Requirements, maybe we can extract "Who You Will Work With"? Not really requirements. Could treat "Requirements" as the same as Qualifications? But we need to avoid thin sections. Perhaps we can combine Requirements and Qualifications into one section called Qualifications (since they have qualifications). But the instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should include only those with real content. If we don't have distinct Requirements separate from Qualifications, we could omit Requirements and just have Qualifications. Or we could treat the list under "Qualifications" as Requirements and then have Qualifications for education? But the list includes education, experience, track record, methodologies, mindset, communication, corporate maturity, organized, prioritize, proficiency, travel. That's a mix. Could split into Requirements (experience, education) and Skills (methodologies, communication, etc.). But we need to follow instruction: prefer few substantive sections over many thin ones. So maybe we have About the role, Responsibilities, Qualifications (covering education/experience/skills), Benefits, Pay. That's 5 sections. But we also have "Skills" maybe we can extract specific skills: Proficiency in Microsoft Power Point, Excel, Word and AI applications (ChatGPT/MS Co-Pilot, Claude). Also ability to travel ~20%. Could be under Skills. However those are also in qualifications list. Might be better to have Skills section for those specific technical proficiencies. Let's decide: Sections: - About the role (paragraph summarizing role and context) - Responsibilities (list) - Qualifications (education, experience, track record, etc.) - Skills (proficiency in MS Office, AI apps, travel ability) - Benefits (description) - Pay (compensation overview) We must not include Schedule. Now we need to ensure we preserve all substantive information, not invent or summarize away detail. We must not omit any substantive info. So we need to include all details from the posting that are relevant. Let's extract all substantive info: From opening paragraphs: - At Bristol Myers Squibb, employees ask "Who are you working for?" fuels collaboration, accountability, urgency. - Purpose-driven culture inspires to discover, develop, deliver innovative medicines to prevail over serious diseases. - Offer uniquely interesting and meaningful work, opportunities for growth, supportive environment that values inclusion, wellbeing, flexibility, comprehensive benefits. - Work transforms lives of patients and careers. - The US Medical Learning Team plays critical role ensuring healthcare providers educated on appropriate use of medicines and have info to improve outcomes. - Develop learning strategies, scientific learning solutions and skill-based training to elevate capability of US Field Medical (FM) teams to compliantly engage in high-quality scientific exchange with healthcare community. - Creation, communication, and execution of the US Oncology Medical Strategic Learning Plan across assets is a key deliverable. - The AD is accountable for planning, communication, and assessment of ongoing scientific and skills training needs for BMS with focus on US Oncology portfolio as well as ensuring they are equipped to support priority clinical trials in US. - Position is home office-based role and reports to Director, Oncology, US Commercialization Learning. - Who You Will Work With: AD US Medical Learning Oncology will work collaboratively across fast-paced complex matrix organization, including WW Medical Learning, WW Commercialization Learning COE, Enterprise Learning, Home Office Medical (HOM) and Medical Communications teams to share, co-create, leverage existing content where applicable. - This role must navigate complex matrix environment to construct and execute training plans aligned with WW/US medical matrix teams. - The AD, US Medical Learning may also be asked to spend time in field with FM team members identifying training gaps, coaching/assessing FM colleague performance and implementing training plans and strategies. Then Primary Responsibilities list (many bullet-like sentences). We need to capture each as

. Let's list them exactly as in text: 1. Lead the development of annual medical learning plans that support HOM and FM team needs, ensuring team deliverables are aligned with strategic business priorities and coordinated with US HOM, US FM Leadership, WW Medical Learning Leads, and other matrix partners. 2. Oversee team-led needs assessments, program evaluations, and quarterly learning updates to ensure onboarding and ongoing training priorities remain aligned with WW Medical Learning, WW Commercialization Learning, and US FM and HOM stakeholder needs. 3. Set the strategic direction for FM launch readiness and ensure the team delivers innovative learning solutions, readiness milestones, and stakeholder-aligned execution plans. 4. Oversee the team’s design, development, deployment, and continuous improvement of ongoing therapeutic area medical and scientific education for US FM and HOM teams. 5. Guide the team’s planning and delivery of training related to BMS scientific data releases at major US congresses, including embargoed data training, data workshops, and post-congress contextualization. 6. Provide governance and direction for the evaluation and use of external speakers, consultants, and subject matter experts, ensuring recommendations from US FM management, US Medical Affairs, and WW Medical Scientific Learning colleagues align with learning strategy and business needs. 7. Establish a regular review process for learning materials and programs, guiding the team to incorporate stakeholder input, leadership feedback, and approved updates that improve quality, relevance, and impact. 8. Partner with HOM and FM leadership to establish predictable training windows and portfolio planning rhythms that protect FM field time while enabling timely delivery of required learning priorities. 9. Champion the thoughtful adoption of innovative learning approaches, processes, and technologies, guiding the team to scale solutions that improve learner experience, efficiency, and training impact. 10. Provide strategic oversight for team-led training that supports BMS priority tiered clinical trials, ensuring coordination with Medical Engagement Excellence, WW Medical Learning Leads, US FM Leadership, and R&D colleagues. 11. Lead, develop, and retain a high-performing learning team, ensuring clear priorities, effective resource allocation, differentiated talent development, and a strong, diverse bench for future business needs. 12. Ensure the learning team’s staffing model, budget, and capacity plans are aligned to business priorities, portfolio needs, and expected delivery outcomes. 13. Foster an inclusive, connected, and empowered team culture that supports accountability, learning agility, individual development, and strong collaboration across the broader organization. 14. Build and maintain strong cross-functional relationships that enable strategic alignment, best practice sharing, consistency where appropriate, and effective execution across the learning portfolio. 15. Establish standards and operating practices that enable consistent, high-quality learning experiences across brands while allowing flexibility for business-specific needs. 16. Ensure the learning team maintains the product, business acumen, and learning expertise required to consult effectively with stakeholders and deliver high-impact training solutions. 17. Synthesize stakeholder input, business signals, and learning performance data to identify trends, anticipate future capability needs, and guide team priorities. 18. Collaborate with enterprise learning and business leaders to ensure learning strategies support business priorities, enterprise-wide learning standards, compliance expectations, organizational performance, and culture goals. 19. Develop and maintain up-to-date knowledge, expertise and insight in adult learning trends and best practices. 20. Participate and/or lead strategic initiatives across WWCL in conjunction with the WW and US CL Leadership Teams. Now Qualifications section: The posting has "Qualifications" heading then list: - Bachelor’s degree or equivalent required; Doctor of Pharmacy or Master’s degree preferred - 5-7 years of experience delivering learning in biopharmaceutical industry or another highly regulated environment required - Proven track record of building, inspiring, and leading teams to meet or exceed objectives is essential. - Proven experience with modern learning methodologies and multi-modal delivery processes including capability development program design and implementation - Demonstrated strategic, forward-thinking, agile, enterprise mindset - Customer-service mindset and skilled in consulting and influencing across a complex, diverse, global, matrix organization - Demonstrated excellence in verbal and written communication skills including, ability to understand and communicate business needs and ability to effectively communicate to and with internal and external stakeholders at all levels - Demonstrated corporate maturity - Well organized and capable of managing multiple, diverse stakeholders, priorities, and programs in a dynamic environment - Ability to prioritize business needs and make timely decisions based on available data - Proficiency in Microsoft Power Point, Excel, Word and AI applications (ChatGPT/MS Co-Pilot, Claude) - Ability to travel ~20% for multiple meeting engagements (e.g., Managers Meetings, National Plan of Action Meetings, various Training Initiatives, etc.) - We hire for skills and capabilities, not just credentials – if this role excites you, but doesn’t perfectly match your resume, we encourage you to apply anyway. Note: The last sentence is more encouragement; we can include as part of Qualifications maybe as a note. Now Benefits: The posting has "Benefits" heading then description: - Subject to the terms and conditions of the applicable plans then in effect, you may be eligible to participate in our comprehensive benefit plans – including wellbeing support, retirement and financial protection benefits, and insurance offerings (medical, dental, vision, life and disability). - U.S.-based exempt employees are eligible for Flexible Time Off (FTO), which provides paid time off without a set accrual limit, subject to manager approval, along with 11 paid company holidays each year. - Non-exempt employees, RayzeBio employees, and employees located in Puerto Rico receive 160 hours of paid vacation annually for new hires (subject to manager approval), 11 paid company holidays, and 3 optional holidays. - Depending on eligibility, employees may also have access to additional time-off benefits, including paid sick leave, up to two paid volunteer days per year, summer hours flexibility, and leaves of absence for medical, personal, parental, caregiver, bereavement, or military needs. - Eligible employees also enjoy an annual Global Shutdown between Christmas Day and New Year's Day. - U.S.-based job seekers can explore full benefit offerings at https://careers.bms.com/benefits Now Pay: "Compensation Overview" section: - Princeton - NJ - US: $172,550 - $209,090 - The starting pay range(s) listed above is for full-time employees (FTE). You may also be eligible for additional discretionary incentive cash and stock opportunities. - We determine starting pay thoughtfully – carefully