Director, Regulatory Affairs Early-Career Program

6084-Janssen Research & Development Legal Entity•Titusville, NJ

2d•Hybrid

About The Position

Johnson & Johnson Innovative Medicine R&D is recruiting for a Director, Regulatory Affairs Early-Career Program. This position is a hybrid role and can be located in Raritan, NJ; Titusville, NJ; or Spring House, PA. The Director, Regulatory Affairs Early-Career Program will lead Catalyst, the Global Regulatory Affairs (GRA) flagship early-career regulatory leadership accelerator and a strategic talent capability built to selectively identify, develop, and deploy high-potential regulatory talent into roles of greater complexity and scope across GRA. Catalyst will serve as the centralized, cross-Therapeutic Area (TA) North America (NA) entry point for early-career Regulatory Professional talent, with hiring and onboarding managed through the capability rather than individual TAs. The role will set the strategy, governance, and operating framework for Catalyst, with accountability for deliverables, talent outcomes, scale, and long-term capability building across GRA and Innovative Medicine R&D. The role will lead the Catalyst team, shaping readiness pathways that accelerate movement into NA Regulatory Liaison and other advanced regulatory roles. This is a highly visible leadership role with direct influence on GRA’s early-career pipeline, future leadership bench, and broader talent capability.

Requirements

A minimum of a Bachelor’s degree in a scientific discipline is required.
A minimum of 10 years of relevant industry experience.
A minimum of 8 years of experience in Regulatory Affairs.
People leadership/management experience.
Progressive leadership experience in talent strategy, leadership development, organizational capability, with demonstrated impact on talent outcomes.
Experience building high-performing teams and accelerating high-potential talent into roles of greater scope and complexity.
Experience leading through complexity in matrixed environments and driving cross-organizational priorities.
The ability to translate strategy into scalable operating models.
The ability to collaborate with stakeholders and influence decision-making to build sponsorship, shape decisions and sustain support for strategic initiatives.
Must have excellent communication skills.
Must have strong negotiation skills.

Nice To Haves

Advanced degree (Master’s Ph.D., PharmD) in a scientific discipline is preferred.
A minimum of 5 years of people leadership/management experience.
Experience designing and scaling cohort‑based, applied learning or accelerator-style development experiences.
Experience integrating development with workforce planning and succession pipelines.
Experience with talent assessment systems, readiness or governance frameworks that support placement and advancement decisions.
Financial acumen and experience managing budgets for large-scale, complex programs.
Experience in regulated industries, life sciences, or R&D environments.
Understanding of the distinct developmental needs of early-career talent.

Responsibilities

Set the Catalyst vision, strategy, and direction as a GRA talent capability.
Shape GRA talent decisions through senior leader partnership and cross-TA alignment.
Drive Catalyst scale-up with operating discipline and organizational confidence as scope, demand, and complexity grow.
Lead the Catalyst function with accountability for deliverables, resource management, talent outcomes, capability performance, and sustained organizational impact.
Set the multi-year strategy for Catalyst and define its integration into GRA talent processes, including succession planning and talent flow.
Define and govern the Catalyst operating framework, including design standards, talent parameters, and decision rights, to sustain quality, consistency, and disciplined execution at scale.
Own Catalyst scalability, expansion, budget, and measurement, balancing rigor, cost, and growth while benchmarking leading accelerator models to strengthen performance over time.
Secure and sustain executive sponsorship for Catalyst at the GRA Senior Leadership Team (SLT) level, owning the narrative, reporting cadence, and visibility needed to keep the program prioritized and resourced.
Advise GRA SLT, GRA Learning and Development, and Business Unit Human Resources on pipeline health, capability trends, and development risks to inform early-career investment, workforce direction, and organizational effectiveness.
Build strategic partnerships across TA Head and senior leader networks to secure high‑impact assignments, shared accountability for participant and portfolio outcomes, and sustained sponsorship for Catalyst as a strategic GRA capability.
Own the NA early-career talent lifecycle from selection through placement, leading a centralized hiring and onboarding model, setting cross-TA standards, and ensuring consistent intake and placement aligned to portfolio demand.
Architect technically grounded development experiences that accelerate readiness for critical regulatory roles and strengthen pipeline through cross-TA exposure and complex business challenges.
Determine development pacing and sequencing based on leadership and technical readiness to accelerate movement into NA Regulatory Liaison as a primary pipeline destination, as well as other advanced roles of greater scope.
Set cross-TA expectations and holds TAs accountable for delivering equitable developmental experiences that sustain Catalyst standards across GRA.
Ensure consistent execution of TA commitments and participant experience as the capability scales.
Direct resource alignment, talent deployment, and stakeholder support in response to evolving business needs across organizational boundaries.
Drive cross-TA efficiency and sustainability through standardization, process improvement, and automation.
Lead function performance and delivery while advancing team talent into more strategic roles.
Build the Catalyst team and leadership infrastructure required to scale sponsorship, developmental support, and advancement pathways for early-career talent across GRA.
Set the standard for people leadership through coaching, feedback, and development planning that builds capability, strengthens leadership identity, and fosters a culture of accountability, candor, and continuous learning.
Champion Catalyst participants in talent forums and portfolio discussions to expand sponsorship, visibility, and progression.

Benefits

Employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)).
This position is eligible to participate in the Company’s long-term incentive program.
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