Head of Human Resources, NA Innovative Medicine Operations & Strategy
Head of Human Resources, NA Innovative Medicine Operations & Strategy
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$ 173000 - 299000
1 Vacancy
Job Description
At Johnson & Johnsonwe believe health is everything. Our strength in healthcare innovation empowers us to build aworld where complex diseases are prevented treated and curedwhere treatments are smarter and less invasive andsolutions are our expertise in Innovative Medicine and MedTech we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow and profoundly impact health for more at
Job Function:
Human ResourcesJob Sub Function:
HR Business PartnersJob Category:
People LeaderAll Job Posting Locations:
Titusville New Jersey United States of AmericaJob Description:
Johnson & Johnson Services Inc. is recruiting for a Head of Human Resources NA Innovative Medicine Operations & Strategy based in Titusville NJ.
As a Business Unit Head of HR you will provide strategic HR partnership to NA IM Operations leadership team contribute to shaping business strategy and drive aligned outcomes in these focus areas:
- Leverage internal and external insights to diagnose and design organizations optimized to achieve strategic goals
- Design and deploy data-driven talent strategies that curate the talent and capabilities required to deliver
- Shape and steward our culture and employee experiences that will attract inspire and retain top talent
- Accelerate performance through leadership coaching and team effectiveness
- Partner across our OneHR model to deliver on talent and organizational strategies
Core Responsibilities
Business strategy
- Fluent in key business strategies (even outside of people topics) as well as external market competitive landscape
- Understand what the business needs (through diagnosis analysis data) including organizational health and what the function must bring to meet those needs leveraging the breadth of the OneHR model
- Partner with the business on how to ensure organization is optimally set up to deliver on business strategy inclusive of annual business planning and long-range financial planning (e.g. workforce planning)
Talent strategy and management
- Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis
- Create and deploy talent strategy to attract develop reward and retain talent including robust succession-planned pipeline and critical capability building (e.g. digital)
- Own and drive talent management for the business/function/geography; set and action priorities develop talent talk rhythm aligned to global calendar; inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g. retention movement)
- Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas
- Lead succession planning for GOC critical business/function roles as appropriate; assess pipeline strength and develop plans to strengthen as needed
- Partner across OneHR model to assess current state and enhance capability through buy/build/borrow strategy in partnership with Talent Acquisition/Access and J&J Learn
Culture and engagement
- Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo/Our Voice survey insights employee sentiment attrition and exit survey insights predictive retention modeling etc.
- Identify define and help build key mindsets/behaviors for the business in partnership with business leaders
- Drive culture of Our Credo growth collaboration and inclusion within teams
Leadership coaching and effectiveness
- Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities and enhance leader impact
- Partner with business leaders on team effectiveness program options and identification of facilitators
- Ensure meaningful engagement development energy and effective performance of team
Business strategy
- Partner with business leadership to provide strategic context to overall communications plan (led by comms business leader or business admin)
- Support A&D activity (e.g. due diligence integration)
- Lead organizational design efforts to position business for the future
- Execute significant organizational design efforts inclusive of legal reviews preparing managers to lead notifications developing and executing notification/exit plans
- Guide and support development of change plan to prepare organization to return to fully functioning state with maximized effectiveness (post-notification); diagnose and design solutions for postorg design execution
Talent strategy and management
- Support career planning and pathing efforts as part of overall talent strategy
- Lead talent planning exercises deeper within organization focused on critical capabilities
- Consult with business on future talent needs to ensure market competitiveness
Culture and engagement
- Partner on engagement strategy with business and communications team
- Advise to business Credo Action/Engagement Teams as well as EBRGs
- Support cultural transformations of the business
Leadership coaching and effectiveness
- Develop onboarding plan for new leaders
- Coach leaders on employee performance stakeholder interactions and team effectiveness
- Consult on disciplinary actions as a result of ER investigations and supporting associated employee/manager coaching
Execution and pull-through
- Ensure communication and pull-through of Corporate Services Enterprise efforts (e.g. Performance Management Global Job Architecture) in the business; training and manager capability building
- Facilitate slate/offer approval processes and conduct interviews for critical capability areas
- Manage talent nomination lists for senior leader engagement connections and development programs
- Support Other Adjustment (OA) analyses in conjunction with Total Rewards; advise on nonstandard offers/offer negotiations
- Align and communicate business-specific year-end calendars and planning guidance (e.g. spending pools)
- Support country and regional rollout of policies and compliance requirements
Qualifications
- Bachelors degree is required
- 10 years professional experience including managerial experience coaching and leading talent; minimum of 7 years of progressive HR or HR-related experience required
- This position will be located in Titusville NJ and require 15% travel.
- People management experience preferred
For more information on how we support the whole health of our employees throughout their wellness career and life journey please visit.
Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity age national origin disability protected veteran status or other characteristics protected by federal state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.
Johnson and Johnson is committed to providing an interview process that is inclusive of our applicants needs. If you are an individual with a disability and would like to request an accommodation please email the Employee Health Support Center () or contact AskGS to be directed to your accommodation resource.
The anticipated base pay range for this position is :
The base pay range for this position is $173000 - $299000.Additional Description for Pay Transparency:
Subject to the terms of their respective plans employees and/or eligible dependents are eligible to participate in the following Company sponsored employee benefit programs: medical dental vision life insurance short- and long-term disability business accident insurance and group legal insurance. Subject to the terms of their respective plans employees are eligible to participate in the Companys consolidated retirement plan (pension) and savings plan (401(k)). This position is eligible to participate in the Companys long-term incentive program. Subject to the terms of their respective policies and date of hire Employees are eligible for the following time off benefits: Vacation 120 hours per calendar year Sick time - 40 hours per calendar year; for employees who reside in the State of Washington 56 hours per calendar year Holiday pay including Floating Holidays 13 days per calendar year Work Personal and Family Time - up to 40 hours per calendar year Parental Leave 480 hours within one year of the birth/adoption/foster care of a child Condolence Leave 30 days for an immediate family member: 5 days for an extended family member Caregiver Leave 10 days Volunteer Leave 4 days Military Spouse Time-Off 80 hours Additional information can be found through the link below. Experience:Director
Employment Type
Full-Time
Key Skills
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