Compensation Program Manager Jobs (NOW HIRING)

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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

With a strong emphasis on strategic program design, operational excellence, and customer-focused service delivery, the Compensation Product Lead is responsible for the design, governance, and continuous improvement of compensation programs, processes, and supporting product capabilities across the organization. This role leads the development of scalable compensation solutions that support business objectives, compliance, and enhanced employee and manager experience.

Operating within a highly collaborative and matrixed environment, this position partners closely with Total Rewards, HRIS, People Services, Payroll, and Talent Acquisition to deliver enterprise compensation solutions and process improvements. The Compensation Product Lead serves as a subject matter expert in compensation program design, process optimization, and compensation operations, ensuring alignment with the organization's Total Rewards philosophy and operational standards.

Key Responsibilities

Lead the operational execution and governance of annual compensation planning cycles, including process management, system coordination, stakeholder support, testing, reporting, and issue resolution.

Lead the design, enhancement, and governance of compensation programs, tools, and operational processes that support organizational objectives and compensation strategy.

Drive continuous improvement initiatives related to compensation products, annual compensation cycles, salary structures, and compensation administration processes.

Partner with HRIS and technology teams to support implementation, optimization, and governance of compensation systems, tools, workflows, and reporting capabilities.

Lead the design and standardization of compensation operational processes to improve scalability, efficiency, data integrity, compliance, and user experience.

Support compensation program governance including compensation guidelines and operational standards.

Oversee compensation-related process documentation, controls, operational standards, and audit readiness activities.

Partner with Compensation, HR Business Partners, Finance, Payroll, and People Services teams to ensure effective and accurate execution of compensation programs and annual cycles.

Analyze compensation trends, operational metrics, and business requirements to identify improvement opportunities and support strategic decision-making.

Provide subject matter expertise and consultative guidance related to compensation program design, operational effectiveness, and process optimization.

Lead or contribute to cross-functional compensation and Total Rewards projects, including transformation initiatives, process redesign, and technology enhancements.

Translate complex compensation concepts and operational requirements into practical, scalable, and user-focused solutions.

Support a customer-focused approach that balances operational rigor, governance, compliance, and business needs.

Qualifications & Experience

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or related field required. CCP certification or advanced degree preferred.

Typically requires 7-10 years of progressive experience in Compensation, Total Rewards, HR Operations, or related function.

Demonstrated experience supporting compensation program design, compensation operations, process improvement, and annual compensation cycle administration.

Experience leading cross-functional projects, process transformation initiatives, or compensation technology implementations preferred.

Strong knowledge of compensation principles including salary structures, incentive administration, and compensation governance.

Experience working with HRIS and compensation platforms such as Workday, SuccessFactors, or similar systems.

Strong analytical, project management, stakeholder management, and problem-solving skills.

Demonstrated ability to operate effectively within a matrixed environment and influence stakeholders without direct authority.

Excellent written and verbal communication skills with the ability to present complex information clearly and effectively.

Minimum Requirement / Knowledge Desired:

Bachelor's Degree or equivalent progressive work experience required.

Strong knowledge of compensation operations, compensation program administration, and process design methodologies.

Prior experience leading and supporting annual compensation planning cycles within Workday, including configuration coordination, testing, validation, reporting, and end-user support.

Experience supporting operational workflows and process governance.

Strong consulting, collaboration, and stakeholder management skills.

Ability to analyze complex data and translate findings into actionable recommendations.

Strong attention to detail, operational rigor, and customer service orientation.

Ability to manage multiple priorities and lead initiatives in a fast-paced environment.

Direct Reports

None

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.

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 adastaffingsupport@bms.com. Visit 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 TAEnablement@bms.com. 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.