Director, Talent Acquisition Innovation

About the Role

As we continue to evolve our People capabilities, we are seeking a Director, Talent Acquisition Innovation to support the strategic reimagining and modernization of our talent acquisition function. This role will serve as a key contributor to multiple TA transformation initiatives, including driving process redesign, technology enablement, workforce planning integration, and capability building to create a scalable, data-driven, and client-centric recruiting model. The Director will partner closely with HR leadership, business stakeholders, TA operations, and the TA Leadership team to ensure the function is positioned to attract world-class talent in support of BMS's patient-focused mission.

Responsibilities

• Strategy & Transformation Leadership
  • Lead the design and execution of a multi-year Talent Acquisition transformation roadmap, including process redesign, operating model evolution, and technology modernization
  • Identify and prioritize opportunities to improve recruiter effectiveness, candidate experience, hiring manager partnership, time-to-fill, and NPS across all talent segments
  • Drive alignment between TA transformation initiatives and BMS enterprise HR strategy, workforce planning, and organizational goals
  • Develop change management strategies and communication plans to ensure successful adoption of new tools, processes, and ways of working
• Technology & Data
  • Support the project governance and strategy stewardship of the TA technology stack including tech stack consolidation and AI-powered enhancements across the TA lifecycle
  • Establish and govern TA analytics frameworks in partnership with BMS’ Analytics, People Science, and People Services organizations — defining KPIs, dashboards, and reporting cadences that provide actionable insights to business and HR leaders
• Process Excellence & Operational Model
  • Lead sub teams to redesign and standardize end-to-end recruiting processes globally, ensuring consistency, compliance, and scalability
  • Partner with TA Operations, HR COEs, and external vendors to build a best-in-class, efficient delivery model
  • Define and implement quality standards for interviews, selection, and offer processes in alignment with legal and regulatory requirements
• Indirect Team Leadership + Project Support
  • Lead and support multiple transformation teams to drive a culture of innovation, accountability, and continuous improvement
  • Build organizational capability by defining competency frameworks, training programs, and career pathways for TA professionals

Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field
• 10+ years of progressive Talent Acquisition experience, with at least 4 years in a transformation, strategy, or operations leadership role
• Demonstrated experience leading large-scale TA transformation or organizational change initiatives
• Deep knowledge of recruiting technologies (ATS, CRM, AI sourcing tools), with Workday Recruiting experience strongly preferred
• Strong analytical mindset with experience leveraging TA data and metrics to drive decisions
• Proven ability to lead cross-functional projects and influence without direct authority
• Excellent executive communication and presentation skills

Preferred Qualifications

• Experience in the biopharmaceutical, life sciences, or highly regulated industry
• Exposure to global or multi-regional talent acquisition operating models
• Certification in HR (SHRM-SCP, SPHR) or project management (PMP) a plus
• Familiarity with agile methodologies and continuous improvement frameworks (Lean, Six Sigma)

Skills

• Strategic Thinking & Vision
• Leading Change & Transformation
• Data-Driven Decision Making
• Collaboration & Stakeholder Influence
• Talent Development & People Leadership
• Innovation & Intellectual Curiosity

Pay

Princeton - NJ - US $176,550 - $213,931. 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.

Benefits

• 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
  • 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 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 Year's 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.

Schedule

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.

• 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