Lead, Global Development L&D Programs

6084-Janssen Research & Development Legal Entity•Titusville, NJ

4d•Hybrid

About The Position

The Lead, GD L&D Programs is responsible for centrally program managing key Global Development (GD) talent programs, including Leaders of Tomorrow (LOT), the U.S. Undergraduate Intern Program, Mentoring Circles, and related early talent and leadership development initiatives, to build a strong and diverse pipeline, strengthen leadership capability across GD and provide a consolidated view of initiatives across the organization. The role helps translate enterprise talent and leadership strategy into practical, scalable experiences that build GD’s future-ready leadership bench and advance a coordinated, portfolio-based approach to talent development across the organization. This role partners closely with people leaders, HR, and enterprise learning and leadership development resources to design, deliver, and continuously improve program experiences, communications, and outcome measurement. The role is accountable for financial stewardship of talent programs, ensuring GD optimizes spend and resources across initiatives while driving target talent outcomes. In addition, the role coordinates GD division-specific leadership development programming to ensure alignment to enterprise frameworks while addressing local business priorities, culture, and capability needs. This role will partner across Johnson & Johnson Innovative Medicine (JJIM) R&D and GD counterparts, including in connection with the Global Scholars Program, to strengthen early talent offerings and advance GD toward best-in-class programs in the industry. This individual may represent GD in R&D and enterprise talent forums as applicable, including the Scientific & Technical Council and other relevant forums.

Requirements

Bachelor’s degree required; advanced degree preferred.
8+ years of experience in talent program management, learning and development, leadership development, HR partnership, business operations, communications, or related program management roles.
Demonstrated ability to lead cross-functional programs, manage stakeholders in a matrixed environment, and translate enterprise strategy into practical execution plans.
Strong written and verbal communication skills, with the ability to develop clear leadership updates, program materials, and stakeholder-facing content.
Strong project management, organizational, analytical, and continuous improvement skills, including the ability to define metrics and use insights to improve program outcomes.
Demonstrated AI literacy and an AI-enabled mindset, including the ability to apply AI tools responsibly in daily work to improve productivity, decision-making, and quality of outcomes.
Ability to collaborate effectively across GD, R&D, HR, enterprise learning and leadership development teams, and external partners as applicable.
Proficient in English; strong proficiency with Microsoft Office applications including Word, Excel, PowerPoint, Outlook, and Teams.

Nice To Haves

Consulting
Cross-Functional Collaboration
Cultural Communications
Developing Others
Employee Development Planning
HR Strategic Management
Human Resources Consulting
Inclusive Leadership
Leadership
People Performance Management
Relationship Building
Skills Management
Strategic Thinking
Succession Planning
Talent Management

Responsibilities

Program manage GD-wide talent programs, including Leaders of Tomorrow, the U.S. Undergraduate Intern Program, Mentoring Circles, and related programs. Responsibilities include annual planning, stakeholder alignment, participant selection and operations, program delivery, talent pipeline outcomes such as intern-to-FTE conversion, and issue/risk management.
Coordinate division-specific leadership development programs, by partnering with division leaders and HR to define objectives, align content to enterprise leadership frameworks, and manage logistics, communications, and delivery.
Drive talent program impact through outcomes measurement, resource optimization supported by continuous improvement, and people-leader enablement. Includes defining success metrics aligned to enterprise and GD talent priorities, tracking participation and outcomes, translating insights into enhancements and best practices, and providing tools and guidance to help leaders integrate enterprise and GD talent programs into broader development and succession efforts.
Serve as a connector across GD, R&D, HR, and enterprise learning and leadership development teams by aligning calendars and offerings, coordinating facilitation and resources, ensuring consistent messaging, and maintaining appropriate governance, documentation, and decision support for talent initiatives.
Partner across JJIM R&D and GD counterparts to strengthen early talent offerings, including engagement with the Global Scholars Program and other R&D-wide or enterprise talent initiatives as applicable.
Represent GD in relevant R&D and enterprise talent forums, including the Scientific & Technical Council and related consortia as appropriate, ensuring GD perspectives, talent priorities, and program needs are reflected in broader planning and execution.
Develop clear communications, program materials, leadership updates, and decision support content that enable effective program execution, stakeholder engagement, and visibility to program outcomes.

Benefits

Consolidated retirement plan (pension)
Savings plan (401(k))
Long-term incentive program
Vacation –120 hours per calendar year
Sick time - 40 hours per calendar year (may vary by state)
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