HR Leader, Trauma US Commercial - Orthopedics

Johnson & Johnson Innovative Medicine • Warsaw, IN

2d • $122,000 - $212,750 • Hybrid

About The Position

We are searching for the best talent for Human Resources Leader, Spine Global Business Unit to be located in Raynham, MA, Raritan, NJ, West Chester, PA, Palm Beach Gardens, FL or Warsaw, IN. Johnson & Johnson announced plans to separate our Orthopaedics business to establish a standalone orthopaedics' company, operating as DePuy Synthes. The process of the planned separation is anticipated to be completed within 18 to 24 months, subject to legal requirements, including consultation with works councils and other employee representative bodies, as may be required, regulatory approvals and other customary conditions and approvals. Should you accept this position, it is anticipated that, following conclusion of the transaction, you would be an employee of DePuy Synthes and your employment would be governed by DePuy Synthes employment processes, programs, policies, and benefit plans. In that case, details of any planned changes would be provided to you by DePuy Synthes at an appropriate time and subject to any necessary consultation processes. About DePuy Synthes: DePuy Synthes is a global leader in Orthopaedics, advancing patient care through innovative solutions across joint reconstruction, trauma, spine, sports medicine, and related surgical technologies. As DePuy Synthes separates from Johnson & Johnson to become the world’s largest, most comprehensive Orthopaedics-focused company, the organization is entering a defining chapter—establishing its own corporate identity, voice, culture, and reputation while continuing to serve patients, customers, and healthcare systems around the world. Purpose: The HR Leader, Trauma US Commercial is responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the organizations globally. Reporting to the Head of HR for Trauma, this role serves as a strategic partner to the Trauma US Commercial team to drive talent outcomes aligned to business priorities. The role provides leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities. The HR Leader ensures execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

Requirements

• Bachelor’s Degree required
• 6+ years’ of related HR experience required
• minimum of 2 years in a strategic HR Business Partner role preferred
• Exceptional written and verbal communication skills, with 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 complex inputs (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 partner effectively to align talent strategy with financial outcomes and business performance.
• Proven 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.

Nice To Haves

• Master’s Degree or MBA preferred

Responsibilities

• Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
• Represent the HR function 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 HR 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)
• Lead organizational design efforts to position business for the future.
• 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 business/function/geography; 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)
• Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas
• Lead succession planning for EC/GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed
• Partner across HR model to assess current state and enhance capability through buy/build/borrow strategy in partnership with Talent Acquisition
• 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 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
• 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
• 10 days Volunteer Leave – 32 hours per calendar year
• Military Spouse Time-Off – 80 hours per calendar year

What This Job Offers

• Job Type: Full-time
• Career Level: Senior