Head of HR, Robotic Capability, Polyphonic

Johnson & Johnson•Santa Clara, CA

9d•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. As a Business Unit Head of HR, you will provide strategic HR partnership to the Polyphonic Leadership team and critical leadership teams for Robotics, contribute to shaping 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

A minimum of a bachelor’s degree is required.
Experience managing, planning and implementing projects and business support initiatives is required.
10+ years’ professional experience, including managerial experience coaching and leading talent; minimum of 5 years of progressive HR or HR-related experience required.
Demonstrated ability to navigate in ambiguity is required.
Must be a supportive and collaborative teammate with a proven commitment to build a positive work environment.
Influence, shaping solutions, negotiation and partnership skills are required.
Must embody strong interpersonal, consultative and facilitation skills required.
Ability to understand and integrate internal and external business drivers and financial metrics to drive talent outcomes for the business is required.
Experience with innovative change efforts, including developing and implementing detailed change management plans is required.
Strong MS office and related talent management technology skills are required.

Nice To Haves

Experience supporting multiple business functions, preferably within large, complex organizations is preferred.
Experience driving strategic change to meet changing business needs and exploring new business models is preferred.
Experience using data to influence senior business leaders preferred.

Responsibilities

Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
Represent OneHR and provide strategic input on business strategy
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)
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 (e.g., digital)
Partner across OneHR model to assess current state and enhance capability through buy/build/borrow strategy in partnership with Talent Acquisition/Access and J&J Learn
Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo/Our Voice survey insights, employee sentiment, attrition and exit survey insights, predictive retention modeling, etc.
Identify, define, and help build key mindsets/behaviors for the business in partnership with business leaders
Drive culture of Our Credo, execution, growth, collaboration, and inclusion within teams
Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities and enhance leader impact
Partner with business leaders on team effectiveness program options and identification of facilitators
Ensure meaningful engagement, development, energy, and effective performance of team
Partner with business leadership to provide strategic context to overall communications plan (led by comms, business leader, or business admin)
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
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
Partner on engagement strategy with business and communications team
Advise to business Credo Action/Engagement Teams as well as EBRGs
Support cultural transformations of the business
Develop onboarding plan for new leaders
Coach leaders on employee performance, stakeholder interactions, and team effectiveness
Consult on disciplinary actions as a result of ER investigations and supporting associated employee/manager coaching

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
Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year
medical benefits
medical, dental, vision and time off