HR Leader, Human Resources Function

Johnson & Johnson•Brunswick, OH

7d•Onsite

About The Position

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to deliver breakthroughs of tomorrow and profoundly impact health for humanity. We are seeking a Sr. Manager, HR Leader who will drive and shape people, talent, culture, organization, and future-of-work priorities for the Human Resources Function. Johnson & Johnson is recruiting for a Sr. Manager, HR Leader for the Human Resources Function (HR for HR), based in New Jersey. In this role, you will serve as a strategic HR partner to business and functional leaders, translating priorities into organization, talent, leadership, culture, and workforce actions that strengthen performance and support growth. You will partner across OneHR to bring practical, integrated solutions to business challenges and help create an environment where leaders and teams can do their best work. This is an opportunity for an experienced HR leader who is energized by business partnership, talent development, organization effectiveness, change execution, and the chance to help Johnson & Johnson attract, develop, and enable talent for the future.

Requirements

Bachelor's degree required.
Progressive HR or business leadership experience, including HR business partnership, organization effectiveness, talent strategy, transformation, or related leadership experience.
Demonstrated ability to influence senior leaders, translate business priorities into people outcomes, and operate effectively in a global, matrixed, regulated environment.
Demonstrated capability in organization design, workforce planning, succession, leadership effectiveness, culture, capability building, and change execution.
Strong analytical, business, and storytelling capability, with comfort using data, external insights, digital tools, and AI-enabled ways of working to inform decisions.

Nice To Haves

Advanced degree in Human Resources, Business, Organization Development, Industrial and Organizational Psychology, or a related discipline preferred.
Curiosity and continuous learning, challenging existing approaches and exploring new ways to create value.
Resilience in navigating ambiguity, adapting to change, and remaining effective through continuous transformation.
Strategic agility, connecting HR work to business outcomes, anticipating future needs, and translating strategy into action.
AI leadership, using AI, digital tools, data, and human-AI collaboration to improve outcomes, redesign work, and deliver value.

Responsibilities

Shape and support business strategy through workforce insights, organization effectiveness, talent risk identification, and practical people solutions.
Drive people strategies that enable leadership, culture, capability building, transformation, and responsible AI-enabled ways of working.
Partner across OneHR to deliver coordinated solutions that improve business outcomes and the employee experience.
Shape and translate the talent agenda for the Human Resources Function into clear actions that support organization design, workforce planning, culture, and leadership effectiveness.
Lead or support organization and operating model work within assigned scope that enables growth, innovation, transformation, and disciplined execution within a matrixed environment.
Strengthen culture, inclusion, accountability, engagement, and organizational health through leader-owned actions grounded in Our Credo.
Drive integrated talent plans across succession, critical roles, leadership readiness, retention, capability building, and pipeline health.
Support future-ready workforce approaches, including skills-based planning, internal mobility, digital capability, and AI fluency.
Equip leaders with clear talent insights and narratives that help inform decisions in business reviews, talent forums, and succession discussions.
Lead or support the people, organization, and culture components of business and enterprise transformations, helping leaders drive adoption and sustainable outcomes.
Anticipate workforce, leadership, and change risks, then partner with leaders to build practical plans and execute through ambiguity.
Track meaningful measures, including adoption, engagement, retention, capability growth, and business indicators, to assess transformation progress.
Serve as a trusted HR partner to senior leaders on organization, talent, culture, workforce, and leadership priorities.
Coach leaders and teams to strengthen decision quality, accountability, enterprise thinking, and team effectiveness.
Connect the OneHR ecosystem to solve business challenges and deliver simple, integrated, high-impact solutions.
Use data, analytics, external insights, and AI-enabled tools to support decision quality, productivity, communication, and employee experience.
Identify opportunities to simplify work, improve organization effectiveness, and responsibly test new ways of working.
Demonstrate responsible AI practices, including human oversight, data privacy, ethical judgment, and compliance with company policies.

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