Product Director, Joining

Johnson & Johnson•Brunswick, OH

1d•Onsite

About The Position

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at jnj.com As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world. We provide an inclusive work environment where each person is considered as an individual. At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit. We are currently recruiting for a Product Director, Joining role based in New Brunswick, NJ location. The Product Director, Joining is accountable for the portfolio-level outcomes, performance, and evolution of the Joining product line, from sourcing through onboarding and cross-boarding. As the Product Line Leader, this role owns product strategy, roadmap prioritization, and value realization across Joining products, while leading and developing Product Managers and analysts, and serving as the primary point of accountability with senior HR and enterprise stakeholders. Operating in a player/coach model, the Director also acts as the hands-on Product Manager for a core Joining product and leads cross-functional squads in partnership with HR COEs, Global Services, Digital, Data, and Delivery to drive aligned execution, adoption, and measurable business impact. This role is the single point of accountability for product value — defining the experience, reimagining workflows, shaping the roadmap, and ensuring measurable impact across the employee lifecycle.

Requirements

10+ years of experience in product management, digital transformation, or HR technology roles within complex, matrixed organizations
Demonstrated experience leading and developing people, including performance management, coaching, and capability building
Proven success owning portfolio-level product strategy, prioritization, and value delivery, with accountability for measurable outcomes
Demonstrated expertise in HR digital products and experiences, with strong acumen in HR operating models, global process design, and foundational data structures
Exceptional strategic thinking and product storytelling skills, with the ability to translate complex technical or process concepts into clear, value-centric direction that drives adoption and impact
Demonstrated ability to lead through complexity and organizational change, influencing senior leaders across HR, Technology, and the business
Experience managing HR products with a global mindset, navigating regulatory, cultural, and operational nuance
Strong portfolio and delivery leadership, including managing cross-functional teams, dependencies, ambiguity, and enterprise-level risks
Ability to clearly explain product and technology tradeoffs to senior executives and articulate the business value of HR digital investments
Proficiency in modern product management and agile delivery practices, translating strategic objectives into outcome-based roadmaps and continuous value delivery
Bachelor’s Degree in HR, Business, Services or related field
Analytical Reasoning
Cost Management
Developing Others
Fact-Based Decision Making
Human-Computer Interaction (HCI)
Inclusive Leadership
Leadership
New Program Development
Performance Measurement
Product Development
Product Strategies
Project Management Methodology (PMM)
Research and Development
Software Development Management
Stakeholder Management
Strategic Supply Chain Management

Nice To Haves

Deep, hands-on history with Workday and a solid understanding of global best practices, both in direct Workday implementation and design as well as how Workday fits into a broader HR technology ecosystem
Experience applying AI, automation, or analytics to HR workflows
Familiarity with talent acquisition to support coherent, end to end process design

Responsibilities

Own the product strategy and define the long-term vision, roadmap, and governance model for the Joining product domain, anchored in enterprise HR vision and goals
Translate enterprise needs, HR operating models, and workforce insights into cohesive end-to-end product experiences and scalable design patterns, including journeys, redesigned workflows, business rules, decision logic, and role-based interactions
Establish and track outcome-based success metrics that measure product performance, data integrity, efficiency, and employee experience
Own the business case for all Joining product investments, including value hypotheses, benefits realization, and explicit trade-off decisions
Own the product lifecycle and roadmap across Innovate → Grow → Sustain → Sunset, balancing near-term delivery with long-term platform and experience evolution.
Prioritize investments using value, feasibility, risk, compliance, and experience impact, ensuring decisions are grounded in data and leading indicators
Provide strategic direction and outcome accountability for discovery, design, and delivery across Joining products, in close partnership with Product Delivery, Experience Design, Data, and Engineering teams
Represent the voice of key personas—employees, people managers, candidates, and HR partners—using continuous discovery to translate insights into prioritized product outcomes
Own cross-product prioritization and capacity trade-offs across the Joining portfolio
Hold final decision authority when product-level priorities conflict
Ensure investment decisions optimize enterprise value, not local or functional outcomes
Partner with HR COEs, Experience Design, Global Experience Owners, Product Delivery and IT to drive delivery excellence, manage dependencies, and ensure successful execution of product initiatives
Influence senior stakeholders on technology, data, and process implications—advising on risks, tradeoffs, and strategic investment priorities
Represent your product domains in governance forums, enterprise planning cycles, and cross pillar product integration efforts
Coach and develop a team of product managers and analysts, elevating product craft, data fluency, and HR technology expertise
Foster a culture of innovation by bringing market insights, product best practices and C.E.O. behaviors, and emerging HR technology trends into the strategy and design process

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