Director, Change Management, BGIA

Johnson & Johnson • Titusville, NJ

2d • Hybrid

About The Position

This position leads the Change Management Center of Excellence (CoE) within the Business Growth, Innovation & Advocacy (BGIA) organization and serves as the enterprise change management leader for Global Development (GD). The role is responsible for advancing change management capabilities across GD while maintaining an integrated view of significant initiatives occurring across Global Development. The Change Management CoE provides enterprise change leadership to strengthen change effectiveness, coordinate change initiatives across divisions, connect GD priorities with the broader R&D change landscape, and ensure strategic priorities are translated into disciplined execution in alignment with R&D change management strategies. The Director is expected to bring practical change leadership expertise and maintain, or be willing to maintain, a recognized change management certification (e.g., Prosci, ACMP CCMP, or equivalent).

Requirements

• BA/BSc or equivalent required; MBA or other advanced degree in Organizational Development, Behavioral Science, or related discipline preferred.
• Active certification in change management is preferred / expected — Prosci Certified Change Practitioner, ACMP Certified Change Management Professional (CCMP), or equivalent recognized credential; however, demonstrated practical experience driving complex change, influencing senior stakeholders, and achieving adoption outcomes is more important than credentials alone.
• Advanced or master-level certification preferred.
• A minimum of 8 years of relevant experience required, including demonstrated leadership of large-scale change programs.
• In-depth understanding of drug development and the Pharmaceutical industry preferred; change leadership experience in other regulated industries is useful.
• Demonstrated success leading or establishing a Change Management CoE, Program Management Office, Transformation Office or comparable portfolio-level capability is preferred.
• Demonstrated executive presence, social emotional intelligence, and the ability to partner effectively with cross-functional leaders in a matrixed company is a must.
• Highly collaborative leader able to influence without authority across divisions and functions.
• Strategic mindset with the ability to translate strategy into structured, measurable change execution.
• Independent thinker who brings new ideas forward, learns quickly in evolving environments, and actively scans outside of J&J for emerging change management practices, tools, and certifications.
• Management consulting or consulting-style experience is preferred, given the need for structured problem solving, ambiguity management, stakeholder influence, and practical advisory support to business owners.
• Demonstrated commitment to advancing and continuously improving change management capabilities across GD is required.
• Demonstrated ability to drive impact through coaching, collaboration, and capability building with direct reports, project teams, and practitioner community members is required.
• Strong facilitation skills to run effective meetings and workshops that result in clear decisions and assigned next steps.
• Proficient in the use of Microsoft Office applications: PowerPoint, Word and Excel.
• Drives a Credo-based culture with a diverse and inclusive environment.

Nice To Haves

• MBA or other advanced degree in Organizational Development, Behavioral Science, or related discipline preferred.
• In-depth understanding of drug development and the Pharmaceutical industry preferred; change leadership experience in other regulated industries is useful.
• Demonstrated success leading or establishing a Change Management CoE, Program Management Office, Transformation Office or comparable portfolio-level capability is preferred.
• Management consulting or consulting-style experience is preferred, given the need for structured problem solving, ambiguity management, stakeholder influence, and practical advisory support to business owners.

Responsibilities

• Establish and continuously evolve GD's change management methodology, frameworks, standards, playbooks, tools, and measures of success while applying certified change management methodologies (Prosci ADKAR, ACMP standards, or equivalent) to drive structured adoption.
• Operate a scalable support model that provides direct delivery, advisory support, connection to change management support, and/or self-service toolkits based on scale and initiative needs; develop a framework to assess which level of support model is needed.
• Build change management capabilities across GD through coaching, training, communities of practice, and leadership engagement.
• Define and implement scalable structures, needs-assessment approaches, tools, coordination models, and resource expectations required to advance change delivery across the portfolio.
• Partner with project sponsors, business owners, project managers, and division change leads to ensure each initiative is supported by an appropriately scoped change plan and change management toolkits with clear ownership.
• Coordinated related change initiatives across GD to promote alignment and reduce duplication.
• Ensure alignment with R&D change management strategies and collaborate among change leaders across R&D.
• Establish and oversee standard performance indicators and governance forums to monitor portfolio-level change health and adoption outcomes.
• Continuously assess emerging change management practices, tools, and certifications to keep the CoE leading-edge and ensure benchmarking against peer pharma companies and other large companies.
• Develop and maintain an integrated GD-wide change management strategy aligned to GD and R&D priorities.
• Keep track of key initiatives occurring across GD and assess the cumulative impact of change across stakeholder groups to identify potential change saturation, competing priorities, adoption risks and sequencing opportunities.
• Provide leadership with actionable insights regarding organizational readiness, change capacity, risks and mitigation strategies.
• Operate on a single connected cadence with the Communications CoE so change initiatives and communications plans move together as one source of truth.
• Partner with the Director, GD Communications to align messaging, channels (Town Halls, Credo, newsletters, councils), and audience strategy to active change programs.
• Ensure cross-divisional consistency in tone, standards, and stakeholder engagement across GD.
• Invest in people and culture by driving transformation initiatives centrally, managing change, and ensuring talent and culture strategies are pulled through effectively across GD.
• Build internal change capability through leader coaching, curated toolkits, and a recognized practitioner community within GD.
• Embed Credo-based behaviors and GD identity into the design and delivery of change programs; partner with HR and L&D on culture pull-through.
• Manage change management resources and external partners to ensure effective and disciplined support for enterprise priorities.
• Partner with Finance and BGIA leadership to provide transparency on change-related investments.

Benefits

• Vacation –120 hours per calendar year
• Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year
• 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/foster care of a child
• Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year
• Caregiver Leave – 80 hours in a 52-week rolling period
• 10 days Volunteer Leave – 32 hours per calendar year
• Military Spouse Time-Off – 80 hours per calendar year

What This Job Offers

• Job Type: Full-time
• Career Level: Director