HR Leader, Global Quality & Regulatory Affairs

Johnson & Johnson•West Chester, MA

2d•Hybrid

About The Position

The HR Leader, Global Quality & Regulatory Affairs sets and leads the people strategy, design, governance, and delivery of HR programs supporting a global organization. Reporting to the Head of HR for Global Quality, Regulatory & Patient Safety, this role serves as a strategic partner to the Global Quality team and drives talent outcomes aligned with business priorities. The position provides leadership across talent strategy, organizational effectiveness, workforce planning, leadership development, and organizational engagement, aligning these efforts with business strategy, financial performance, and enterprise priorities. The role partners across HR to execute programs with rigor, consistency, and impact while monitoring market trends and internal business needs. The role may be based in Warsaw, Indiana; Raynham, Massachusetts; West Chester, Pennsylvania; Palm Beach Gardens, Florida; or Raritan, New Jersey, and requires up to 20% travel. The position is expected to transition to DePuy Synthes employment processes, programs, policies, and benefit plans if the planned separation of the Orthopaedics business is completed.

Requirements

Bachelor’s degree required.
At least 8 years of related HR experience required.
Exceptional written and verbal communication skills, including the ability to influence leaders and translate complex people topics into actionable insights.
Ability to create executive-ready narratives and materials for senior leadership audiences.
Demonstrated presence, judgment, and discretion when advising leaders on sensitive organizational and talent matters.
Strong analytical, critical-thinking, and problem-solving capabilities, with business and financial acumen.
Ability to synthesize talent data, business strategy, financial metrics, and workforce trends into clear recommendations.
Strong attention to detail and commitment to quality in deliverables and execution.
Ability to operate with pace, rigor, and sound judgment in a dynamic, high-visibility environment.
Demonstrated ability to align talent strategy with financial outcomes and business performance through effective partnership.
Ability to lead multiple complex workstreams and deliver results in a fast-paced, evolving environment.
Strong cross-functional collaboration skills and ability to influence outcomes through partnership and governance.
Ability to build credibility quickly with senior leaders and navigate complex stakeholder environments.
Willingness to travel up to 20%.

Nice To Haves

Master’s degree or MBA preferred.
At least 2 years of experience in a strategic HR Business Partner role preferred.

Responsibilities

Represent HR and provide strategic input on business strategy, using knowledge of business strategies and the external competitive landscape.
Diagnose and anticipate business needs, including organizational health, and identify the HR contributions needed to address them.
Partner with the business on annual planning, long-range financial planning, and workforce planning to prepare the organization to deliver its strategy.
Lead organizational design efforts to position the business for the future.
Identify business talent needs and create and deploy strategies to attract, develop, reward, and retain talent, including succession pipelines and critical capability building.
Own talent management priorities and establish a talent-review rhythm aligned with the global calendar, including talent pools and measurement of progress through talent metrics.
Partner with Talent Acquisition to define sourcing and recruitment strategies for critical capability areas.
Lead succession planning for critical business or function roles, assess pipeline strength, and develop plans to improve it.
Partner across the HR model to assess and enhance organizational capability through buy, build, or borrow strategies, in partnership with Talent Acquisition/Access and J&J Learn.
Partner with business leaders to shape culture and engagement strategies using Our Credo, Our Voice survey insights, employee sentiment, attrition and exit survey insights, and predictive retention modeling.
Identify and help build key mindsets and behaviors for the business in partnership with business leaders.
Promote a culture of growth, collaboration, and inclusion.
Build trusted coaching partnerships with leaders and teams to strengthen leadership capabilities and impact.
Partner with business leaders on team-effectiveness program options and facilitator identification.
Support meaningful engagement, development, energy, and effective performance of teams.
Coach leaders on employee performance, stakeholder interactions, and team effectiveness.
Consult on disciplinary actions arising from employee-relations investigations and provide related employee and manager coaching.

Benefits

Company consolidated retirement plan (pension) and savings plan (401(k)), subject to plan terms.
Eligibility to participate in the long-term incentive program.
Vacation: 120 hours per calendar year, subject to policy and date of hire.
Sick time: 40 hours per calendar year, with different stated allowances for employees residing in Colorado or Washington.
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 a child’s birth, adoption, or foster care placement.
Bereavement leave: up to 240 hours for an immediate family member and 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.