Director, AI enablement and Business process architecture

Johnson & Johnson Innovative Medicine•New Brunswick, NJ

7d•$154,000 - $265,650

About The Position

Johnson & Johnson is recruiting a Director, AI Enablement and Business Process Architecture to shape HR’s digital-first, employee-centric transformation across the Hire-to-Retire lifecycle. The role defines the enterprise HR AI and automation strategy and owns the future-state business architecture and workflow designs needed to deliver intuitive, connected, compliant, and measurable employee experiences. It ensures HR workflows are designed to be effective and outcome-driven before they are digitized, automated, or AI-enabled. The Director leads a global team of workflow designers and AI specialists and partners with HR process owners, Product Managers, Technology teams, Data & Intelligence, and Change leaders. The role combines strategic direction, solution and experience design, implementation leadership, value realization, and operational excellence, working across HR, Product, Technology, Data & Intelligence, Risk, Privacy, Security, Change, and Operations. The position may follow Johnson & Johnson’s flexible work model and local location requirements. It can be based anywhere in the United States, with travel of up to 10–15% domestically and internationally as business needs require. Candidates must be legally authorized to work in the applicable country without future sponsorship requirements where permitted by law.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Information Technology, Computer Science, Engineering, Systems Design, or a related field.
At least 7 years of progressive experience in digital transformation, automation, business architecture, workflow or process design, or workforce experience.
Demonstrated experience developing and executing enterprise AI, automation, or digital transformation strategies in a large, complex, global organization.
Hands-on leadership experience with one or more of generative AI, conversational AI, machine learning, intelligent automation, robotic process automation, or workflow orchestration.
Understanding of HR operating models, service delivery, and employee lifecycle journeys, including Hire-to-Retire experiences.
Proven ability to design end-to-end experiences across multiple systems, teams, functions, and geographies.
Experience leading global teams directly and through influence, including coaching, performance management, and capability building.
Experience managing product or transformation roadmaps, prioritization, implementation, adoption, and value realization.
Executive-level communication, stakeholder management, change leadership, and strategic planning skills.
Ability to translate ambiguity into clear, structured decisions and designs.
People management experience; the role leads a global team and cross-functional delivery network.
Ability to travel up to 10–15% domestically and internationally as business needs require.
Legally authorized to work in the applicable country without future sponsorship requirements where permitted by law.

Nice To Haves

Master’s degree, MBA, or advanced degree in a relevant discipline.
Knowledge of HR technology ecosystems and experience platforms such as Workday, ServiceNow, Microsoft Copilot, or comparable enterprise platforms.
Experience establishing AI governance, responsible AI, risk management, privacy, compliance, security, and human-oversight frameworks.
Background in product-led operating models, agile methods, service design, process mining, journey mapping, and business architecture disciplines.
Experience building analytics-driven decision frameworks and measuring workforce experience and operational outcomes.
Professional certification in product management, agile, HR technology, enterprise or business architecture, AI, data, process improvement, or digital transformation.

Responsibilities

Lead HR business process architecture by translating strategy and operating-model intent into executable, end-to-end designs.
Create and maintain future-state blueprints covering process flows, decision points, roles, controls, system handoffs, data requirements, and experience patterns.
Define maturity paths for priority processes, advancing from manual work to automated, AI-assisted, and increasingly autonomous experiences where appropriate.
Ensure architecture decisions simplify work, reduce fragmentation, clarify accountability, and remain operationally viable and policy compliant.
Define and execute the enterprise HR AI enablement and automation strategy in alignment with workforce experience priorities and the broader HR operating model.
Establish a roadmap for integrating AI technologies, intelligent automation, and workflow orchestration across the Hire-to-Retire lifecycle.
Identify, evaluate, and prioritize opportunities according to business value, employee impact, process readiness, risk, scalability, and organizational capacity.
Monitor external trends and emerging capabilities and translate them into practical implications for HR products, services, and operations.
Own employee-centric workflow design across HR domains, systems, teams, and channels, using personas and journeys to guide design choices.
Design seamless employee experiences that minimize handoffs, eliminate avoidable rework, and deliver support in the flow of work.
Establish experience and workflow-design standards, reusable patterns, artifacts, templates, and playbooks.
Ensure product backlogs and change plans trace to approved future-state journeys and architecture.
Lead cross-functional teams in taking priority AI and automation opportunities from discovery and design through implementation, adoption, and continuous improvement.
Define orchestration patterns for work, decisions, data, and interactions across Core HCM, Talent, Learning, Service Delivery, collaboration, and experience platforms.
Partner with Product and Technology leaders to ensure proposed designs are feasible, scalable, secure, supportable, and aligned with enterprise architecture; system configuration is not owned by this role.
Drive disciplined experimentation and apply clear criteria for scaling, redesigning, or stopping initiatives.
Establish governance frameworks for responsible, ethical, compliant, secure, and transparent AI use across HR processes and platforms.
Embed privacy, security, legal, employee-relations, records, data-quality, human-oversight, and model-risk considerations into solution design and lifecycle governance.
Define decision rights, stage gates, documentation expectations, monitoring requirements, and escalation paths for AI-enabled HR capabilities.
Partner with control functions and enterprise governance bodies to maintain alignment with applicable policies and standards.
Define and track key performance indicators, value-realization measures, employee-experience outcomes, adoption signals, and operational metrics.
Create transparent prioritization and investment cases connecting transformation activity to productivity, service quality, speed, risk reduction, cost-to-serve, and employee impact.
Use data and feedback to refine roadmaps, workflows, controls, and adoption approaches.
Communicate progress, trade-offs, risks, and realized value to senior stakeholders.
Lead, develop, and inspire a global cross-functional team across AI enablement, automation, business architecture, workflow design, and related capabilities.
Set methods, quality standards, goals, decision rights, and performance expectations; coach team members and build succession and capability plans.
Build organizational fluency in journey mapping, process modeling, business architecture, AI product thinking, responsible AI, experimentation, and value realization.
Foster innovation, simplification, inclusion, continuous learning, and data-driven decision-making.

Benefits

Company consolidated retirement plan (pension) and savings plan (401(k)), subject to plan terms.
Eligibility to participate in the Company’s long-term incentive program.
Vacation: 120 hours per calendar year, subject to applicable policy and date of hire.
Sick time: 40 hours per calendar year, with different amounts for eligible residents of Colorado and Washington, subject to applicable policy and date of hire.
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, or foster care of a child.
Bereavement Leave: up to 240 hours for an immediate family member and 40 hours for an extended family member per calendar year.
Caregiver Leave: 80 hours in a 52-week rolling period.
Volunteer Leave: 32 hours per calendar year.
Military Spouse Time-Off: 80 hours per calendar year.