Director, Technology Engagement

Johnson & Johnson•Brunswick, OH

1d•Hybrid

About The Position

The Director, Technology Engagement will lead the Technology Engagement function, shaping how Technology’s strategy, priorities, progress, and impact are communicated across the organization and to key executive audiences. This leader will serve as a strategic advisor to Technology Leadership Team members and senior leaders, translating complex business and technology priorities into clear, compelling, and actionable narratives. The Director will connect perspectives across Technology functions and sectors to strengthen the consistency and impact of TLT-wide communications while preserving relevance for distinct audiences. The Director will lead and develop a team of Engagement Leaders aligned to Technology functional areas and will establish the strategy, operating model, standards, governance, and measures of success for the function. The role will also advance scalable, AI-enabled approaches that improve the quality, speed, and effectiveness of executive communications and employee engagement.

Requirements

Significant experience in executive communications, strategic communications, employee engagement, organizational transformation, or a related field.
Demonstrated experience advising senior executives and developing communications for high-visibility leadership forums.
Proven ability to translate complex business and Technology topics into clear, concise, and compelling narratives.
Experience leading and developing teams in a global, matrixed organization.
Demonstrated success aligning diverse senior stakeholders around shared messages, priorities, and outcomes.
Experience establishing communications or engagement operating models, standards, governance, and measurement approaches.
Strong business judgment and the ability to distinguish strategically important work from lower-value activity.
Ability to operate effectively amid ambiguity, competing priorities, and evolving organizational needs.
Strong understanding of Technology and AI topics, with the ability to rapidly develop fluency in complex subject matter.
Familiarity with AI-enabled communications, workflow automation, content operations, and digital engagement platforms.
Demonstrated ability to influence senior stakeholders without direct authority.
Bachelor’s degree required.

Nice To Haves

MBA or equivalent advanced business degree preferred
10+ years of experience in Technology communication, executive engagement strongly preferred.
Experience working in Technology, healthcare, life sciences, or another complex, regulated global industry.
Experience leading engagement across multiple businesses, functions, sectors, or geographies.
Experience supporting enterprise transformation, operating model change, AI adoption, or workforce transformation.
Experience developing enterprise narratives for executive committees, boards, or similarly senior audiences.

Responsibilities

Define and lead a cohesive Technology engagement strategy aligned with enterprise priorities, the TLT agenda, and business outcomes.
Develop an integrated narrative architecture connecting Technology-wide, sector, functional, and leader-level communications.
Shape TLT members executive narratives that clearly articulate Technology’s strategy, priorities, progress, and value to the business.
Integrate perspectives across TLT members and Technology functions into a consistent enterprise story.
Identify narrative gaps, competing messages, and emerging organizational needs, and recommend proactive engagement strategies.
Establish a coordinated view of TLT communications and leadership moments to improve message consistency, sequencing, and impact.
Serve as a trusted engagement and communications advisor to TLT members and senior Technology leaders.
Counsel leaders on framing complex topics, communicating strategic choices, addressing organizational concerns, and mobilizing audiences.
Translate complex Technology, AI, transformation, operating model, talent, and business topics into clear and compelling executive narratives.
Develop and oversee executive-ready storylines, presentations, talking points, written communications, and briefing materials.
Pressure-test narratives for clarity, credibility, audience relevance, and alignment with enterprise priorities.
Prepare leaders for sensitive or high-visibility communications by anticipating questions, stakeholder reactions, and narrative risks.
Partner with Global Corporate Affairs on select external engagements and executive visibility opportunities.
Lead the Technology Engagement team, including Engagement Leaders aligned to Technology functional areas.
Set the function’s strategic direction, priorities, service model, quality standards, and performance expectations.
Balance enterprise-wide engagement needs with dedicated support for individual TLT members and functional leadership teams.
Allocate team capacity based on strategic importance, organizational impact, and stakeholder needs.
Lead, coach, and develop a high-performing team with deep capabilities in executive counsel, strategic storytelling, analytics, and AI-enabled communications.
Foster an inclusive, resilient, and collaborative culture grounded in trust, accountability, continuous learning, and adaptability.
Identify capability and capacity needs and develop appropriate talent, succession, and resourcing plans.
Work in close partnership with Change Leaders and CIO Communications Leaders to connect executive communications, organizational change, employee engagement, and functional priorities.
Establish integrated planning and operating rhythms with Change Leaders to identify initiatives requiring structured readiness, adoption, stakeholder engagement, or change champion support.
Partner with CIO Communications Leaders to align TLT and functional narratives, leadership communications, channels, timing, and stakeholder engagement.
Build strong partnerships with Global Corporate Affairs, Learning, Strategy, Human Resources, and functional leadership teams.
Clarify roles and decision rights across Engagement, Change Management, CIO Communications, Global Corporate Affairs, and other partners.
Influence across organizational boundaries to resolve competing perspectives and create alignment without relying on formal authority.
Establish a common operating model for Technology engagement, including service tiers, intake criteria, prioritization, decision rights, and quality standards.
Define when the Engagement team leads, partners, advises, or enables self-service execution.
Create reusable narrative frameworks, templates, tools, and best practices that improve quality and reduce duplication.
Drive consistency across Technology while allowing for appropriate functional, leadership, and audience differentiation.
Define and advance responsible use of AI, automation, and digital tools across executive communications and engagement.
Develop scalable, self-service capabilities that enable leaders and teams to produce clear, consistent, and high-quality communications.
Continuously improve the operating model based on stakeholder feedback, outcomes, and evolving organizational needs.
Define an engagement measurement framework focused on audience understanding, alignment, confidence, engagement, and action.
Establish executive-level scorecards and reporting that provide insight into engagement effectiveness and organizational response.
Use quantitative and qualitative data to assess message reach, resonance, consistency, and impact.
Maintain feedback loops with TLT members, functional leaders, employees, and partners.
Translate insights into improvements in narratives, leadership approaches, channels, team practices, and resource allocation.

Benefits

medical, dental, vision, life insurance, short- and long-term disability, business accident insurance, and group legal insurance.
consolidated retirement plan (pension) and savings plan (401(k)).
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 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
Condolence Leave – 30 days for an immediate family member: 5 days for an extended family member
Caregiver Leave – 10 days
Volunteer Leave – 4 days
Military Spouse Time-Off – 80 hours