HR Leader, US Commercial - Innovative Medicine

Johnson & Johnson Innovative Medicine • Hopewell Township, NJ

1d • $102,000 - $177,100 • Onsite

About The Position

Johnson & Johnson is recruiting for a Human Resources Leader to support teams within the Neuroscience US Commercial and Medical Affairs field based teams across the broad portfolio of products (CAPLYTA®, SPRAVATO® and INVEGA® LAIs). This role will be based in Titusville, NJ.

Purpose: As a Business Unit HR Leader, you will provide strategic HR partnership to senior leadership, 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

• 5+ years’ professional experience required
• minimum of 2 years of HR or HR-related experience preferred
• A minimum of a bachelor’s degree is required.
• Experience managing, planning and implementing projects and business support initiatives 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 to business strategy
• Understand 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 the 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)
• 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 critical business roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed
• 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, 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
• Ensure communication and pull-through of Corporate Services Enterprise efforts (e.g., Performance Management, Global Job Architecture) in the business; training and manager capability building
• Facilitate slate/offer approval processes and conduct interviews for critical capability areas
• Support Other Adjustment (OA) analyses in conjunction with Total Rewards; advise on nonstandard offers/offer negotiations
• Align and communicate business-specific year-end calendars and planning guidance (e.g., spending pools)

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

What This Job Offers

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