Associate Director, Succession and Assessment Strategy

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 .

The Associate Director, Succession & Assessments serves as a key leader in building frameworks to drive leadership continuity, executive readiness, and long‑term workforce sustainability. This role leads the strategy and design of enterprise succession planning, executive assessment, and strategic workforce planning initiatives. Who you will work with: This position reports to the Senior Director, Enterprise Talent Processes and Enablement. Partnering closely with senior HR leaders, Talent Partners and business stakeholders, this role ensures the organization has clear visibility into leadership pipelines, critical roles, and future capability needs. The Associate Director integrates data, assessments, and workforce insights to support thoughtful, equitable, and forward‑looking talent decisions.

Succession Strategy & Critical Role Alignment Lead the design and evolution of enterprise succession planning and succession pool strategy across executive and enterprise critical roles. Define and maintain clear succession frameworks, criteria, and readiness definitions that support consistent and effective succession planning. Partner with Executive Talent Partners, HR Business Partners and functional leaders to identify and align critical roles and capabilities essential to business continuity and future growth. Identify, design and implement critical pipeline development and engagement experience Ensure functional succession plans are aligned with enterprise standards while reflecting unique business needs. Design and implement succession planning discussion tools and resources to ensure ETM’s ability to translate insights into actionable development and risk mitigation plans. Succession Reporting, Systems & Workforce Insights Own succession data governance, reporting, and analytics to provide clear visibility into bench strength, readiness, and leadership risk. Partner with HR Operations and Technology to configure and optimize Workday succession and talent planning functionality. Develop and maintain dashboards and insights that support executive decision‑making and workforce planning conversations. Ensure data accuracy, consistency, and usability across succession and talent planning processes. Assessment & Coaching Strategy Lead the strategy and design of assessment approaches, including discovery, tool selection, and application across leadership populations. Ensure assessments are purpose‑driven, evidence‑based, and aligned with leadership expectations and succession needs. Translate assessment insights into development priorities and coaching recommendations. Own executive coaching vendor management, including selection, contracting, oversight, and quality assurance. Partner with Learning, Talent, and HR Business Partners to integrate assessment and coaching insights into development and succession strategies.

Bachelor’s degree required; Master’s in HR, Organizational Psychology, or related field preferred. 7+ years of experience in