Senior Manager, Compensation Product Lead

Role Overview

• 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.

Requirements

• 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.

Benefits

• 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.