HRBP Manager Electrophysiology

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Job Description:

We recruiting for a Human Resources Manager for Electrophysiology based in Sao Paulo Brazil.

Core Responsibilities

• Own and drive talent management for the Electrophysiology Brazil/South Latam & Commercial Supply Latam organization; set and action priorities develop talent talk rhythm aligned to Surgery Latam 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 critical business roles as appropriate; assess pipeline strength and develop plans to strengthen as needed

• Partner across One HR 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 survey insights employee sentiment 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 & CEO mindset 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

• 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

• Ensure communication and pull-through of Corporate Services Enterprise efforts (e.g. Performance Management Global Job Architecture) in business; training and manager capability building

• 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)

• Develop onboarding plan for new leaders (D1)

• Coach leaders on employee performance stakeholder interactions and team effectiveness Execution and pull-through

• Circumstantial responsibilities

Business strategy

• Partner with business leadership to provide strategic context to overall communications plan (led by comms business leader or business admin)

• 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

• Fluent in key business strategies (even outside of people topics) as well as external market competitive landscape

• Represent OneHR and provide strategic input on business strategy

• 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

• Execute workforce planning efforts (including assessment of org followed by assessment of talent) in alignment with overall business strategy to ensure business appropriately resourced to deliver commitments (e.g. product launch)

• 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

• 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)

Culture and engagement

• Partner on engagement strategy with business and communications team

• Advise to business Credo Action/Engagement Teams as well as ERGs

• Support cultural transformations of the business

Qualifications

This position will be located in Sao Paulo Brazil and will require 20% travel.

Years of experience6 years professional experience required; minimum of 2 years of HR or HR-relatedexperience preferred

Minimum bachelors degree in business administration Organizational Psychology or relevant area.

Ability to speak read and write fluently in English and Spanish as well as Portuguese.

Evidence of experience leading Change Management projects where massive amounts of data analysis is required to coach and guide business leaders to drive through challenging situations.

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Preferred Skills: