Head of HR, Innovative Medicine - Neuroscience R&D

Johnson & Johnson•Titusville, NJ

2d•Hybrid

About The Position

Johnson & Johnson Services, Inc. is recruiting for a Head of HR, Innovative Medicine Neuroscience R&D based in Titusville, NJ, Spring House, PA, or Raritan, NJ. As a Business Unit Head of HR, you will provide strategic HR partnership to the Neuroscience R&D leadership and overall Neuroscience Therapeutic Area, contributing to shape business strategy, and drive aligned outcomes in these focus areas: Leverage internal and external insights to diagnose and design organizations optimized to achieve strategic goals Design and deploy data-driven talent strategies that curate the talent and capabilities required to deliver Shape and steward our culture and employee experiences that will attract, inspire, and retain top talent Accelerate performance through leadership coaching and team effectiveness Partner across our OneHR model to deliver on talent and organizational strategies

Requirements

8+ years’ professional experience, including managerial experience coaching and leading talent; minimum of 5 years of progressive HR or HR-related experience required
This position will be located in Titusville, NJ, Raritan, NJ, or Spring House, PA and require 15% travel.

Nice To Haves

People management experience preferred

Responsibilities

Business strategy
Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
Support A&D activity (e.g., due diligence, integration)
Lead organizational design efforts to position business for the future
Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans
Guide and support development of change plan to prepare organization to return to fully functioning state with maximized effectiveness (post-notification); diagnose and design solutions for post–org design execution
Understand what the business needs (through diagnosis, analysis, data), including organizational health, and what the function must bring to meet those needs, leveraging the breadth of the OneHR model
Partner with the business on how to ensure organization is optimally set up to deliver on business strategy inclusive of annual business planning and long-range financial planning (e.g., workforce planning)
Talent strategy and management
Execute workforce planning efforts (including assessment of org, followed by assessment of talent) in alignment with overall business strategy to ensure business appropriately resourced to deliver commitments (e.g., product launch)
Support career planning and pathing efforts as part of overall talent strategy
Partner with the business to develop and/or refresh relevant competency frameworks
Lead talent planning exercises deeper within organization, focused on critical capabilities
Consult with ER/LR on local strategy; conduct consultations with works councils
Consult with business on future talent needs to ensure market competitiveness
Culture and engagement
Advise to business Credo Action/Engagement Teams as well as EBRGs
Identify, define, and help build key mindsets/behaviors for the business in partnership with business leaders
Drive culture of Our Credo, growth, collaboration, and inclusion within teams
Leadership coaching and effectiveness
Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities and enhance leader impact
Coach leaders on employee performance, stakeholder interactions, and team effectiveness
Ensure meaningful engagement, development, energy, and effective performance of team
R&D Talent Agenda
Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis
Create and deploy talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipeline and critical capability building
Own and drive talent management for the IM R&D organization; set and action priorities, develop talent talk rhythm aligned to global calendar; inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g., retention, movement)
Lead succession planning for EC/GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed

Benefits

Subject to the terms of their respective plans, 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.
Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off 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 period10 days
Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year
For additional general information on Company benefits, please go to: - https://www.careers.jnj.com/employee-benefits