Associate Director, Performance and Talent Planning

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 Lead the design and management of talent assessment approaches that support development, readiness, and informed talent decisions at manager‑plus levels. 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: Bachelor’s degree required; Master’s in HR, Organizational Psychology, or a related field preferred. 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: Princeton - NJ - US: $166,010 - $201,159 
 The starting compensation range(s) for this role are listed above for a full-time employee (FTE) basis. Additional