Head of HR Business Process Architecture

Johnson & Johnson Innovative Medicine•New Brunswick, NJ

9d•$150,000 - $258,750•Onsite

About The Position

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at jnj.com As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world. We provide an inclusive work environment where each person is considered as an individual. At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit. J&J HR has an ambitious Vision of digital-first, employee-centric workforce experiences that are simplified, personalized, and measurable. We are designing end-to-end journeys that use automation, data, and AI to orchestrate seamless support “in the flow of work,” freeing employees, people leaders, and HR to focus on higher‑impact moments that matter. As the Business Architecture Leader, You will be accountable for designing how people, process, and technology come together to deliver end‑to‑end, persona‑centric HR experiences, with a primary focus on the employee experience across complex, multi‑functional and multi‑system environments. This role operates as a business architecture and workflow design capability, sitting upstream of product build and system configuration. The leader owns the design of future‑state HR workflows, ensuring HR services are intuitive, connected, and outcome‑driven—before they are digitized, automated, or AI‑enabled. The role leads a team of workflow designers and works closely with HR process owners, Product Managers, Technology teams, Data & Intelligence, and Change leaders to ensure experiences are designed holistically and delivered consistently across platforms.

Requirements

Business Alignment
Cyber Investigations
Developing Others
Fact-Based Decision Making
Human-Computer Interaction (HCI)
Inclusive Leadership
Leadership
Network Configuration Management
Operating Systems (OS)
Operations Management
Organizing
Regulatory Compliance
Scripting Languages
Software Development Management
Succession Planning
Systems Development
Systems Management
Technologically Savvy

Responsibilities

Own the design of end‑to‑end HR workflows across the employee lifecycle, viewed through the employee persona lens.
Define how people, process, technology, and data work together across multiple HR systems and touchpoints.
Design workflows that cut across functions, HR domains, and platforms, eliminating fragmentation and hand‑offs.
Ensure workflows are experience‑led, policy‑compliant, and operationally viable.
Act as the business architect for HR workflows, translating HR strategy and operating model intent into executable designs.
Create and maintain future‑state workflow blueprints, including: Process flows and decision points, System orchestration and hand‑offs, Roles and accountability clarity, Experience and interaction patterns.
Define the north‑star process maturity (manual → automated → AI‑assisted) before digital build begins.
Design workflows that operate across multiple HR systems (e.g., Core HCM, Talent, Learning, Service Delivery tools).
Define workflow orchestration patterns, including when and how work moves between systems, teams, and channels.
Partner with Technology and Product teams to ensure designs are architecturally sound and feasible, without owning system configuration.
Lead and develop a team of business workflow designers, setting standards, methods, and quality expectations.
Establish common design artifacts, templates, and playbooks for HR workflow design.
Build capability in journey mapping, workflow modeling, experience design, and business architecture.
Partner with HR Operations, Product Owners, and Technology teams to ensure designs reflect real business needs.
Act as a trusted design advisor to senior HR and Digital leaders.
Ensure strong alignment between workflow design, product backlogs, and change/adoption plans

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
Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year