Head of Human Resources, NA Innovative Medicine Operations & Strategy

At Johnson & Johnson, we believe health is everything.

Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through 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 humanity. Learn more at https://www.jnj.com

Job Function:
Human Resources

Job Sub Function:
HR Business Partners

Job Category:
People Leader

All Job Posting Locations:
Titusville, New Jersey, United States of America

Job 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,...