HR Leader, Global Business Unit - Finance

About this role

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 jnj.com

As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world.  We provide an inclusive work environment where each person is considered as an individual.  At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit.

Job Function: Human Resources

Job Sub Function: HR Business Partners

Job Category: Professional

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

Job Description: We are searching for a Human Resources Leader, Global Business Unit Finance, to be based in New Brunswick, New Jersey.

At Johnson & Johnson, we believe good health is the foundation of vibrant lives, thriving communities, and forward progress. That’s why for more than 130 years, we have aimed to keep people well at every age and every stage of life. Today, as the world’s largest and most broadly-based healthcare company, we are committed to using our reach and size for good, and we strive to improve access and affordability, create healthier communities, and put a healthy mind, body, and environment in reach of everyone, everywhere.

Purpose : As a Business Unit Leader , you will provide strategic HR partnership to Global Business Unit Finance – IM & MedTech, 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 undefined

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)

• 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 post–org design execution

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 EC/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

• 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

• Partner with the business to develop and/or refresh relevant competency frameworks

• Lead talent planning exercises deeper within organization, focused on critical capabilities

• Consult with ER/LR on local strategy; conduct consultations with works councils

• Consult with business on future talent needs to ensure market competitiveness

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 team

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 t

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