Product Director, Workforce Transitions

Johnson & Johnson Innovative Medicine • New Brunswick, NJ

4d • $150,000 - $258,750 • Onsite

About The Position

We are recruiting for a Product Director, Workforce Transitions role based in New Brunswick, NJ location. The Product Director, Workforce Transitions & Employee Experience is accountable for the strategy, performance, and evolution of a portfolio of products that shape critical employee moments across workforce transitions, employee experience, and core employee lifecycle transactions. This includes capabilities supporting onboarding, internal movement, job changes, employee relations, labor relations, exit management, and the digital front door, ensuring employees, managers, and HR teams can access connected, intuitive experiences across the moments that matter most. As the product line leader, this role defines the vision, sets priorities, and drives value realization across the domain, ensuring products and experiences are aligned to enterprise HR priorities, user needs, compliance requirements, and business outcomes. Operating in a player-coach model, the Director leads and develops Product Managers and analysts while also serving as the senior product leader for these capabilities. This role partners closely with HR, Global Services, Experience Design, Data, and Digital teams, and works in especially close partnership with the other product line leaders to connect journeys, orchestrate dependencies, and enable seamless experiences across pillars. Of all product domains, this role is among the most interconnected across the HR digital portfolio, requiring strong alignment across product leaders to ensure experiences, workflows, data, and handoffs come together in a coherent end-to-end employee journey. The Director ensures the domain is designed and managed as part of an integrated HR digital ecosystem, with clear handoffs, shared data foundations, and seamless experiences across the broader portfolio.

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
• Bachelors degree in HR, Business, Services or related fields

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 core HCM and employee experience 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 Workforce Transitions and Employee Experience 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 Workforce Transitions and Employee Experience 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 Workforce Transitions and Employee Experience 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 Workforce Transitions and Employee Experience 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

• 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 (or 48/56 hours in CO/WA)
• 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

What This Job Offers

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