Director, Human Resources Business Partner, Switzerland

ph3Working with Us /h3 pChallenging. 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. /p pBristol 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. /p pThe Director, Human Resources Business Partner (HRBP) serves as the senior People leader and strategic advisor for the Boudry campus, a flagship Product Development Supply (PDS) manufacturing site and Enterprise Collaboration Hub with approximately 1,000 employees. /p pReporting to the Executive Director, HRBP, this role is responsible for shaping and executing the site People strategy in partnership with Manufacturing, Quality, Technical Operations, and co-located global teams. The Director HRBP advises leaders on workforce planning, talent development, succession planning, organizational effectiveness, change leadership, and employee engagement to enable business performance and build a high-performing culture. /p pOperating in a highly regulated and matrixed environment, the role leverages systems thinking, business acumen, workforce insights, and people analytics to influence strategic decisions and drive sustainable organizational outcomes. The Director HRBP also champions digital transformation and innovation by helping leaders leverage emerging technologies, AI-enabled capabilities, and new ways of working to strengthen workforce readiness, enhance productivity, and improve the employee experience /p h3Key Responsibilities /h3 h3Campus HR Leadership /h3 ul liServe as the primary People leader for the Boudry campus, providing visible, credible leadership to site executives, managers, and employees. /li liHold single-point accountability for local people strategy execution, ensuring alignment with enterprise direction, regulatory requirements, and site priorities. /li liRepresent Human Resources (HR) within site leadership forums, employee councils, and key governance bodies, bringing forward insight, perspective, and constructive challenge. /li /ul h3Business Manufacturing Partnership /h3 ul liAct as a strategic thought partner to Product Development Supply (PDS) Manufacturing and Operations leaders, integrating people strategy with business strategy to improve execution, capability, and resilience. /li liProvide HR leadership within a regulated manufacturing and quality environment, advising leaders on workforce implications of compliance, capacity, and operational change. /li liAnticipate external, workforce, and regulatory trends and translate them into actionable people and organizational recommendations. /li /ul h3People Strategy Workforce Execution /h3 ul liTranslate global and PDS People strategies into locally relevant, executable plans aligned with Swiss labor requirements and site culture. /li liLead execution of core HR processes including performance management, talent planning, succession, engagement, rewards, and development, ensuring high-quality outcomes. /li liApply data, analytics, and diagnostics to evaluate organizational health, talent pipelines, engagement signals, and workforce risks, enabling evidence-based decision-making. /li /ul h3Culture, Engagement Employee Relations /h3 ul liServe as a culture architect and steward, reinforcing BMS values, leadership expectations, and behaviors that support performance and inclusion. /li liLead complex employee relations matters in partnership with Employee Relations and Legal, applying sound judgment and deep contextual understanding. /li liDesign and guide engagement, change, and communication approaches that strengthen trust, clarity, and organizational effectiveness. /li /ul h3Collaboration Hub Matrix Partnership /h3 ul liSupport co-located regional and global teams by partnering closely with global HRBPs and HR Centers of Excellence, enabling effective local integration and employee experience. /li liOperate effectively in a matrixed HR model, balancing strong site ownership with enterprise alignment and collaboration. /li liOrchestrate HR service delivery across partners to ensure a seamless, high-quality leader and employee experience. /li /ul h3Strategic Influence Representation /h3 ul liProvide executive coaching and counsel to senior leaders to enhance leadership capability, decision-making, and team effectiveness. /li liInfluence and inform enterprise People strategies by sharing insights, best practices, and learnings from the Boudry campus. /li liRepresent the site internally and externally on people-related topics, including regulatory interactions, employer branding, and local partnerships as appropriate. /li /ul h3Requirements /h3 ul liBA/BS Degree required, Advanced Degree preferred /li liAt least 15 years of Human Resources relevant business experience /li liProven 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. /li liExpertise in talent management, including end-to-end talent acquisition, performance management, engagement, and diversity, equity, and inclusion. /li liDemonstrated experience utilizing data and analytics to drive business and talent decisions, including data analysis, insights generation, data visualization, data integrity, and diagnostic capabilities. /li liDemonstrated behavioral skills in curiosity, learning agility, and growth mindset. /li liExhibit understanding of regulatory compliance, including the human elements and implications to enterprise and business. /li liDemonstrated 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. /li liExtensive experience in business partnering, including organizational savviness and influence, consulting, performance management, organizational design, change management, and significant leadership skills in partnering effectively across global, diverse teams of People professionals. /li liProven success in working effectively at senior management levels to impact and influence decision-making. /li liExperience in leading engagement and change management efforts, including defining change and communication plans. /li liDemonstrated experience in applying workforce planning knowledge, engagement strategies, and succession management. /li liKnowledge of external trends and factors that influence human behaviors and decision-making at the individual, group, and organizational level. /li /ul h3Uniquely Interesting Work, Life-changing Careers /h3 pWith 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. /p h3On-site Protocol /h3 pBMS 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: /p pSite-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. /p h3Supporting People With Disabilities /h3 pBMS 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 Visit careers.bms.com/eeo-accessibility to access our complete Equal Employment Opportunity statement. /p h3Candidate Rights /h3 pBMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws in your area. /p pIf you live in or expect to work from Los Angeles County if hired for this position, please visit this page for important additional information: /p h3Data Protection /h3 pWe will never request payments, financial information, or social security numbers during our application or recruitment process. Learn more about protecting yourself at /p pAny data processed in connection with role applications will be treated in accordance with applicable data privacy policies and regulations. /p pIf you believe that the job posting is missing information required by local law or incorrect in any way, please contact BMS at 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. /p pR : Director, Human Resources Business Partner, Switzerland /p h3Working with Us /h3 pChallenging. 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. /p pBristol 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. /p pThe Director, Human Resources Business Partner (HRBP) serves as the senior People leader and strategic advisor for the Boudry campus, a flagship Product Development Supply (PDS) manufacturing site and Enterprise Collaboration Hub with approximately 1,000 employees. /p pReporting to the Executive Director, HRBP, this role is responsible for shaping and executing the site People strategy in partnership with Manufacturing, Quality, Technical Operations, and co-located global teams. The Director HRBP advises leaders on workforce planning, talent development, succession planning, organizational effectiveness, change leadership, and employee engagement to enable business performance and build a high-performing culture. /p pOperating in a highly regulated and matrixed environment, the role leverages systems thinking, business acumen, workforce insights, and people analytics to influence strategic decisions and drive sustainable organizational outcomes. The Director HRBP also champions digital transformation and innovation by helping leaders leverage emerging technologies, AI-enabled capabilities, and new ways of working to strengthen workforce readiness, enhance productivity, and improve the employee experience /p h3Key Responsibilities /h3 h3Campus HR Leadership /h3 ul liServe as the primary People leader for the Boudry campus, providing visible, credible leadership to site executives, managers, and employees. /li liHold single-point accountability for local people strategy execution, ensuring alignment with enterprise direction, regulatory requirements, and site priorities. /li liRepresent Human Resources (HR) within site leadership forums, employee councils, and key governance bodies, bringing forward insight, perspective, and constructive challenge. /li /ul h3Business Manufacturing Partnership /h3 ul liAct as a strategic thought partner to Product Development Supply (PDS) Manufacturing and Operations leaders, integrating people strategy with business strategy to improve execution, capability, and resilience. /li liProvide HR leadership within a regulated manufacturing and quality environment, advising leaders on workforce implications of compliance, capacity, and operational change. /li liAnticipate external, workforce, and regulatory trends and translate them into actionable people and organizational recommendations. /li /ul h3People Strategy Workforce Execution /h3 ul liTranslate global and PDS People strategies into locally relevant, executable plans aligned with Swiss labor requirements and site culture. /li liLead execution of core HR processes including performance management, talent planning, succession, engagement, rewards, and development, ensuring high-quality outcomes. /li liApply data, analytics, and diagnostics to evaluate organizational health, talent pipelines, engagement signals, and workforce risks, enabling evidence-based decision-making. /li /ul h3Culture, Engagement Employee Relations /h3 ul liServe as a culture architect and steward, reinforcing BMS values, leadership expectations, and behaviors that support performance and inclusion. /li liLead complex employee relations matters in partnership with Employee Relations and Legal, applying sound judgment and deep contextual understanding. /li liDesign and guide engagement, change, and communication approaches that strengthen trust, clarity, and organizational effectiveness. /li /ul h3Collaboration Hub Matrix Partnership /h3 ul liSupport co-located regional and global teams by partnering closely with global HRBPs and HR Centers of Excellence, enabling effective local integration and employee experience. /li liOperate effectively in a matrixed HR model, balancing strong site ownership with enterprise alignment and collaboration. /li liOrchestrate HR service delivery across partners to ensure a seamless, high-quality leader and employee experience. /li /ul h3Strategic Influence Representation /h3 ul liProvide executive coaching and counsel to senior leaders to enhance leadership capability, decision-making, and team effectiveness. /li liInfluence and inform enterprise People strategies by sharing insights, best practices, and learnings from the Boudry campus. /li liRepresent the site internally and externally on people-related topics, including regulatory interactions, employer branding, and local partnerships as appropriate. /li /ul h3Requirements /h3 ul liBA/BS Degree required, Advanced Degree preferred /li liAt least 15 years of Human Resources relevant business experience /li liProven 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. /li liExpertise in talent management, including end-to-end talent acquisition, performance management, engagement, and diversity, equity, and inclusion. /li liDemonstrated experience utilizing data and analytics to drive business and talent decisions, including data analysis, insights generation, data visualization, data integrity, and diagnostic capabilities. /li liDemonstrated behavioral skills in curiosity, learning agility, and growth mindset. /li liExhibit understanding of regulatory compliance, including the human elements and implications to enterprise and business. /li liDemonstrated 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. /li liExtensive experience in business partnering, including organizational savviness and influence, consulting, performance management, organizational design, change management, and significant leadership skills in partnering effectively across global, diverse teams of People professionals. /li liProven success in working effectively at senior management levels to impact and influence decision-making. /li liExperience in leading engagement and change management efforts, including defining change and communication plans. /li liDemonstrated experience in applying workforce planning knowledge, engagement strategies, and succession management. /li liKnowledge of external trends and factors that influence human behaviors and decision-making at the individual, group, and organizational level. /li /ul h3Uniquely Interesting Work, Life-changing Careers /h3 pWith 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. /p h3On-site Protocol /h3 pBMS 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: /p pSite-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. /p h3Supporting People With Disabilities /h3 pBMS 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 Visit careers.bms.com/eeo-accessibility to access our complete Equal Employment Opportunity statement. /p h3Candidate Rights /h3 pBMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws in your area. /p pIf you live in or expect to work from Los Angeles County if hired for this position, please visit this page for important additional information: /p h3Data Protection /h3 pWe will never request payments, financial information, or social security numbers during our application or recruitment process. Learn more about protecting yourself at /p pAny data processed in connection with role applications will be treated in accordance with applicable data privacy policies and regulations. /p pIf you believe that the job posting is missing information required by local law or incorrect in any way, please contact BMS at 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. /p pR : Director, Human Resources Business Partner, Switzerland /p /p #J-18808-Ljbffr