Director, AI enablement and Business process architecture

Johnson & Johnson•Brunswick, OH

About The Position

Johnson & Johnson HR is advancing a digital-first, employee-centric vision to simplify work, enhance experiences, and unlock workforce potential. The Director, Head of AI Enablement and Business Process Architecture shapes how people, processes, data, and technology come together across the Hire-to-Retire lifecycle. The position defines enterprise HR AI and automation strategy and owns future-state business architecture and workflow designs that support intuitive, connected, compliant, and measurable employee experiences. The role leads a global team of workflow designers and AI specialists and works with HR process owners, Product Managers, Technology teams, Data & Intelligence, Risk, Privacy, Security, Change, and Operations. It combines strategic vision, solution and experience design, implementation leadership, value realization, and operational excellence. The position may follow Johnson & Johnson’s flexible work model and applicable local location requirements. It may 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, with the ability to translate ambiguity into clear, structured decisions and designs.
People management experience; the role is expected to lead 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.
Preferred skills listed: Advanced Analytics, Business Process Design, Computer Programming, Developing Others, Human-Computer Interaction (HCI), Inclusive Leadership, Industry Analysis, Innovation, Leadership, Manufacturing Technologies, Problem Solving, Prototyping, Quality Assurance (QA), Relationship Building, Robotic Automation, Software Development Management, Succession Planning.

Responsibilities

Translate HR strategy and operating-model intent into executable, end-to-end business architecture designs.
Create and maintain future-state process blueprints covering flows, decision points, roles, controls, system handoffs, data requirements, and experience patterns.
Define maturity paths for priority processes, progressing 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 enterprise HR AI enablement and automation strategy in alignment with workforce experience priorities and the broader HR operating model.
Establish a roadmap for AI technologies, intelligent automation, and workflow orchestration across the Hire-to-Retire lifecycle.
Identify and prioritize opportunities using business value, employee impact, process readiness, risk, scalability, and organizational capacity.
Monitor emerging capabilities and external trends 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 experiences that minimize handoffs, eliminate avoidable rework, and provide 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 designs are feasible, scalable, secure, supportable, and aligned with enterprise architecture; system configuration is not owned by this role.
Drive disciplined experimentation and learning, using clear criteria to scale, redesign, or stop 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 KPIs, 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 spanning 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

Consolidated retirement plan (pension), subject to plan terms.
Savings plan (401(k)), subject to plan terms.
Eligibility to participate in the long-term incentive program.
Vacation: 120 hours per calendar year, subject to policy and hire-date terms.
Sick time: 40 hours per calendar year; 48 hours for Colorado residents and 56 hours for Washington residents, subject to policy and hire-date terms.
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: 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.