Director, Talent Acquisition Enablement

Bristol Myers Squibb EU Policy; Tampa (FL); On-site; USD 174,080 - 210,944; Full time

Benefits offered by this job

Health Coverage

Wellbeing Programs

401(k) plan and financial protection

Job summary

Bristol Myers Squibb is seeking a Director of Talent Acquisition Enablement in Tampa, FL. You will lead a team of product managers and analysts, driving operational excellence, process design, and AI-enabled solutions across Talent Acquisition.

The role focuses on stakeholder engagement, leadership, and continuous improvement to enhance candidate, recruiter, and hiring manager experiences. Strong HR technology experience and change leadership are essential.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field; advanced degree preferred.
• 10+ years of experience in Talent Acquisition, HR Operations, or related field, with at least 4 years in a leadership role.
• Proven track record of leading teams through change, driving operational improvements, and implementing technology solutions.
• Experience working closely with HRIT teams on the design and implementation of new technologies.
• Strong knowledge of HR technology platforms (e.g., Workday Recruiting, Paradox, Eightfold), and process optimization.
• Excellent communication, stakeholder management, and project management skills.
• Hands-on experience with AI-driven tools and digital transformation initiatives
• Strong analytical mindset with experience leveraging metrics to drive decisions

Responsibilities

• Design and execute a multi-year Talent Acquisition transformation roadmap.
• Improve recruiter effectiveness, candidate experience, time-to-fill, and NPS.
• Adopt new tools, processes, and ways of working in Talent Acquisition.
• Redefine roles for a product-based operating model across teams.
• Champion change and drive adoption of new processes and technologies.
• Lead a high-performing, collaborative team through periods of change.
• Oversee BAU operational design and continuous process improvement.
• Redesign end-to-end recruiting processes globally for consistency and scalability.
• Monitor KPIs and drive measurable business impact.
• Build strong relationships with internal stakeholders and external vendors.
• Serve as the SME for Talent Acquisition Enablement and align with priority needs.
• Mentor team members and foster professional growth.
• Support multiple transformation teams to promote innovation and accountability.

Skills

Leadership

Stakeholder engagement

Project management

Change management

Communication

AI tools

Analytical mindset

Education

Bachelor’s degree in HR, Business, or related field

Tools

Workday Recruiting

Paradox

Eightfold

Job description

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.

Position Summary The Director of Talent Acquisition Enablement (TA Enablement) is responsible for operational excellence, driving process design and technology-driven innovation across the Talent Acquisition organization. In this leadership role, you will oversee a team of product managers and analysts, ensuring the delivery of measurable business impact through process optimization and adoption of cutting-edge digital solutions. The role requires a strong focus on team leadership, stakeholder engagement, and continuous improvement to enhance candidate, recruiter, and hiring manager experiences.

Key Responsibilities

Strategic Team Leadership & Alignment

• Contribute to the design and execution of a multi-year Talent Acquisition transformation roadmap, including process redesign, operating model evolution, and technology modernization
• Identify opportunities to improve recruiter effectiveness, candidate experience, time-to-fill, and NPS
• Contribute to the successful adoption of new tools, processes, and ways of working in Talent Acquisition
• Redefine and align team roles and responsibilities to support evolving company priorities and introduce a product-based operating model.
• Serve as a change champion, setting the standard for operational excellence and helping drive organizational adoption of new processes and technologies.
• Foster a collaborative, high-performing team environment, maintaining focus through periods of change.

Technology Innovation & Process Improvement

• Drive the design, implementation and adoption of innovative Talent technology solutions, with a particular focus on Artificial Intelligence (AI) tools
• Lead ideation and execution of technology enhancements based on stakeholder feedback and industry best practices.
• Encourage the team’s use of emerging tools to streamline workflows, improve collaboration, and increase efficiency in the day-to-day operations

Operational Excellence & Continuous Improvement

• Oversee business-as-usual (BAU) operational design and support for the Talent Acquisition organization, focusing on continuous process improvement.
• Contribute to redesign and standardize end-to-end recruiting processes globally, ensuring consistency, compliance, and scalability.
• Monitor and report on key performance metrics, driving accountability and measurable business impact.

Stakeholder Engagement & Communication

• Build and maintain strong relationships with internal stakeholders across the People Organization, IT, other business units and external vendors to ensure alignment with priority business needs.
• Serve as the primary point of contact and subject matter expert for Talent Acquisition Enablement

Leadership & Mentorship

• Lead effectively with or without direct authority, mentoring team members and fostering professional growth.
• Support multiple transformation teams to drive a culture of innovation, accountability, and continuous improvement
• Set a high standard for excellence, demonstrating commitment, expertise, and passion for Talent Acquisition Enablement.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field; advanced degree preferred.
• 10+ years of experience in Talent Acquisition, HR Operations, or related field, with at least 4 years in a leadership role.
• Proven track record of leading teams through change, driving operational improvements, and implementing technology solutions.
• Experience working closely with HRIT teams on the design and implementation of new technologies.
• Strong knowledge of HR technology platforms (e.g., Workday Recruiting, Paradox, Eightfold), and process optimization.
• Excellent communication, stakeholder management, and project management skills.
• Hands-on experience with AI-driven tools and digital transformation initiatives
• Strong analytical mindset with experience leveraging metrics to drive decisions

Compensation Overview

Tampa - FL - US: $174,080 - $210,944

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 [e-mail]. Visit https://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 [e-mail]. 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.

R1604597 : Director, Talent Acquisition Enablement