Director, Human Resources Business Partner

At Bristol Myers Squibb, our employees often ask, “Who are you working for?”—a question that fuels collaboration, accountability, and urgency in our work. Our purpose-driven culture inspires us to discover, develop, and deliver innovative medicines to prevail over serious diseases. We offer uniquely interesting and meaningful work, opportunities for growth, and a supportive environment that values inclusion, wellbeing, flexibility, and comprehensive benefits. This is work that transforms the lives of patients, and the careers of those who do it. The Director, Human Resources Business Partner (HRBP) serves as the senior People leader and strategic advisor for the Summit, NJ site, a Cell Therapy manufacturing site with approximately 1,400 employees. This role is accountable for shaping and executing the site people strategy in close partnership with Manufacturing, Quality, Technical Operations, and Supply Chain. Operating in a highly regulated and matrixed environment, the Director HRBP brings strong business acumen, workforce insight, and systems thinking to influence leadership decisions, strengthen organizational effectiveness, and enable sustained business performance. Key Responsibilities Site HR Leadership Serve as the primary people leader for the Summit, NJ site, providing visible, credible leadership to site executives, managers, and employees. Hold single-point accountability for local people strategy execution, ensuring alignment with enterprise direction, regulatory requirements, and site priorities. Represent HR within site leadership forums and key governance bodies, bringing forward insight, perspective, and constructive challenge. Business Partnership Act as a strategic thought partner to Cell Therapy Manufacturing and Operations leaders, integrating people strategy with business strategy to improve execution, capability, and resilience. Provide HR leadership within a regulated manufacturing and quality environment, advising leaders on workforce implications of compliance, capacity, and operational change. Anticipate external, workforce, and regulatory trends and translate them into actionable people and organizational recommendations. People Strategy & Workforce Execution Translate enterprise People strategies into locally relevant, executable plans aligned with local labor requirements and site culture. Lead execution of core HR processes including performance management, talent planning, succession, engagement, rewards, and development, ensuring high-quality outcomes. Apply data, analytics, and diagnostics to evaluate organizational health, talent pipelines, engagement signals, and workforce risks, enabling evidence-based decision-making. Culture, Engagement & Employee Relations Serve as a culture architect and steward, reinforcing BMS values, leadership expectations, and behaviors that support performance and inclusion. Lead complex employee relations matters in partnership with Employee Relations and Legal, applying sound judgment and deep contextual understanding. Design and guide engagement, change, and communication approaches that strengthen trust, clarity, and organizational effectiveness. Collaboration Hub & Matrix Partnership Support co-located regional and global teams by partnering closely with global HRBPs and Centers of Excellence, enabling effective local integration and employee experience. Operate effectively in a matrixed HR model, balancing strong site ownership with enterprise alignment and collaboration. Orchestrate HR service delivery across partners to ensure a seamless, high-quality leader and employee experience. Strategic Influence & Representation Provide executive coaching and counsel to senior leaders to enhance leadership capability, decision-making, and team effectiveness. Influence and inform enterprise People strategies by sharing insights, best practices, and learnings from the Summit Cell Therapy site. Represent the site internally and externally on people-related topics, including regulatory interactions, employer branding, and local partnerships as appropriate. Requirements BA/BS Degree, Advanced Degree preferred, and 15+ years of HR relevant business experience Proven leadership effectiveness in followership, innovation, people program/project management, and executive coaching, demonstrating the ability to inspire and guide teams, foster a culture of creativity and continuous improvement, manage complex projects and programs efficiently, and provide strategic coaching to senior executives to enhance their leadership capabilities.  Expertise in talent management, including end-to-end talent acquisition, performance management, engagement, and inclusion.  Demonstrated experience utilizing data and analytics to drive business and talent decisions, including data analysis, insights generation, data visualization, data integrity, and diagnostic capabilities.  Demonstrated behavioral skills in curiosity, learning agility, and growth mindset.  Exhibit understanding of regulatory compliance, including the human elements and implications to enterprise and business.  Demonstrated strength in strategy and business acumen by influencing and shaping business strategy through people strategy, anticipating external trends, providing context and influence for organizational effectiveness, applying systems thinking, and using a diagnostic mindset to improve talent and business outcomes.  Extensive experience in business partnering, including organizational savvy and influence, consulting, performance management, organizational design, change management, and significant leadership skills in partnering effectively across global teams of People professionals.  Proven success in working effectively at senior management levels to impact and influence decision-making. Experience in leading engagement and change management efforts, including defining change and communication plans. Demonstrated experie