Location
Princeton - NJ - US
Compensation
$166k–$201k USD
Posted
1 months ago
Market range · company + function + seniority
p25 · target · p75 · n=243
Posted $201k · in the market band
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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.
What we are looking for:
The Associate Director of Performance & Talent Insights plays a critical role in advancing a high‑performance, feedback‑rich culture across the organization. This role leads the design, execution, and continuous improvement of enterprise performance management practices and owns key talent evaluation mechanisms, including talent assessments, calibration processes, and feedback systems.
Who you will work with:
This position reports to the Senior Director, Enterprise Talent Processes and Enablement.
This leader partners closely with HR and business stakeholders to ensure performance and talent insights are consistent, objective, and actionable, supporting stronger development conversations, equitable decisions, and clearer visibility into talent strengths and gaps.
Primary Responsibilities:
Performance Enablement
Lead the design, delivery, and continuous evolution of the enterprise performance management framework.
Manage the end‑to‑end performance cycle, including annual reviews, mid‑year checkpoints, goal and contribution setting, and ongoing feedback practices.
Establish clear performance standards, expectations, and evaluation criteria that reinforce accountability, development, and alignment with business goals.
Equip and support managers with tools, guidance, and practical coaching to drive effective performance and development conversations.
Partner with HR Business Partners, Learning, Total Rewards, and Talent teams to integrate performance insights into broader people programs.
Partner with HR Operations and Technology to optimize performance systems, improve user experience, and strengthen reporting and analytics.
Analyze performance data and trends to identify insights, gaps, and opportunities for continuous improvement.
Talent Assessments, Calibration & Feedback
Own enterprise calibration processes (e.g., performance, potential, or talent reviews), ensuring consistency, fairness, and clarity across teams and regions.
Develop tools, frameworks, and guidance that enable effective calibration discussions and high‑quality talent differentiation.
Partner with HR and business leaders to translate performance and talent insights into development actions and succession planning inputs.
Oversee feedback mechanisms, including multi‑rater tools, employee feedback channels, and manager insight resources, to strengthen transparency and growth.
Collaborate with Learning & Development to ensure assessment, calibration, and feedback outputs inform targeted development solutions.
Monitor and evaluate the effectiveness of assessment, calibration, and feedback processes, identifying opportunities to simplify, modernize, and improve impact.
Stay current on best practices and research related to performance evaluation, talent calibration, and feedback systems.
Strategic Workforce Planning
Enable and support the enterprise Strategic Workforce Planning (SWP) approach by providing clear frameworks, tools, and guidance that HR and leaders can apply effectively.
Design and maintain simple, practical workforce planning resources (e.g., templates, playbooks, guiding questions) that support consistent thinking about workforce needs, capabilities, and priorities.
Establish and communicate planning timelines and touchpoints aligned to the annual talent cycle, business planning cadence, and integrated talent roadmap.
Ensure workforce planning discussions are connected to enterprise talent priorities, including hiring focus areas, development and reskilling investments, succession planning, and internal mobility strategies.
Partner with HR, COE Partners and People Analytics to integrate workforce planning inputs with performance, talent assessment, and skills insights, without duplicating ownership.
Provide structure and narrative support that helps HR and leaders translate strategic workforce planning outcomes into clear talent actions and decisions.
Continuously refine frameworks and resources based on feedback, adoption, and evolving business needs to improve usability and impact.
Qualifications:
7+ years of experience in performance management, talent management, or related HR disciplines.
Strong understanding of performance evaluation, talent assessment approaches, and calibration methodologies.
Experience designing or improving performance processes, talent reviews, or feedback systems.
Demonstrated ability to partner cross‑functionally and influence managers and leaders.
Strong communication, facilitation, and storytelling skills; comfortable engaging with senior stakeholders.
Analytical mindset with the ability to interpret data and generate actionable insights.
Proven ability to manage multiple initiatives with strong execution and attention to detail.
Action‑oriented, adaptable, and improvement‑focused.
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:
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.
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