Senior Manager, People Insights Advisory

Johnson & Johnson • Brunswick, OH

4d • Hybrid

About The Position

HR Data & Intelligence is central to Johnson & Johnson's HR Digital ecosystem, creating the intelligence layer that influences how the company understands, engages, and mobilizes its global workforce. This organization develops and implements enterprise-scale data, analytics, and AI capabilities to inform decisions and transform how HR plans, personalizes, and performs. By integrating data science, employee listening, knowledge management, data products, and responsible AI, HR Data & Intelligence converts workforce information into a strategic advantage, acting as a responsible steward of ethical, human-centered intelligence at scale. Within this framework, People Insights & Advisory Services offers human-led consulting and advisory services focused on resolving complex and ambiguous people-related business challenges. The team connects senior HR leaders with the full spectrum of HR Data & Intelligence resources, translates business priorities into specific decision needs, and ensures that insights lead to actionable outcomes and measurable business impact.

Requirements

• Bachelor's degree in Human Resources, Business, I/O Psychology, Organizational Behavior, Organizational Development, or a related field.
• 8 or more years of progressive experience in HR business partnering, workforce strategy, organizational effectiveness, HR transformation, internal or external consulting, people analytics, or a related discipline.
• Demonstrated success partnering directly with senior HR or business leaders and influencing decisions in a complex, global, and matrixed organization.
• Strong understanding of HR and talent processes, such as workforce planning, talent management, organizational effectiveness, employee listening, talent acquisition, performance management, and learning and development.
• Demonstrated ability to frame ambiguous business challenges, translate strategy into clear decision needs, and connect stakeholders to appropriate analytical, product, or digital solutions.
• Sufficient fluency in workforce data and people analytics to engage credibly with technical teams, interpret findings, and help leaders understand implications, without needing to be the technical-methodology owner.
• Exceptional executive communication, facilitation, storytelling, and stakeholder management skills, including the ability to simplify complexity and build trust across organizational levels.
• Demonstrated ability to create structure in ambiguous environments, manage competing priorities, influence without authority, and drive complex cross-functional work forward.
• Strong client-service orientation paired with sound judgment, curiosity, and the confidence to challenge requests and focus resources on the greatest potential business value.

Nice To Haves

• Advanced degree in Human Resources, Business Administration, I/O Psychology, Organizational Behavior, Organizational Development, or a related field.
• Experience supporting executive-level HR leaders, leadership teams, or enterprise governance forums.
• Experience working within a product-oriented analytics, workforce strategy, organizational effectiveness, HR transformation, or consulting environment.
• Familiarity with people analytics, workforce data, employee listening, organizational research, data products, and responsible AI or data practices.

Responsibilities

• Serve as the primary point of contact, relationship lead, and strategic advisory partner for the HREC and senior HR leadership.
• Develop a deep understanding of business priorities, workforce challenges, organizational dynamics, and talent strategies, and proactively identify emerging risks and opportunities.
• Translate complex business and talent challenges into clearly defined questions, hypotheses, and decision needs that can be addressed through data, research, analytics, or digital capabilities.
• Establish trust by simplifying complex workforce topics, analytical findings, and technical concepts into clear implications and actionable recommendations.
• Establish and oversee an ongoing engagement cadence with assigned HREC stakeholders to maintain alignment on priorities, progress, decisions, and outcomes.
• Own portfolio-level intake, prioritization, and governance for analytics, insights, and data product needs across assigned client groups, coordinating with the teams accountable for delivery.
• Assess and triage requests to determine the most appropriate solution path, including People Insights, Data Science, Data Products, Reporting and Visualization, Employee Listening, or self-service capabilities.
• Partner with leaders across HR Data & Intelligence to focus resources on the highest-value opportunities and distinguish between needs requiring human-led advisory support and those better addressed through scalable products or standard solutions.
• Maintain portfolio-level visibility into priorities, ownership, timelines, dependencies, outcomes, and business impact, while enabling delivery teams to manage day-to-day execution.
• Balance a strong client-service orientation with the judgment and confidence to challenge assumptions, clarify decision needs, and redirect low-value or duplicative work.
• Provide strategic direction for People Insights engagements, helping researchers and analysts connect findings to the business context and intended leadership decisions.
• Guide and integrate the work of researchers, analysts, and data scientists to ensure complex findings are translated into compelling, balanced, and decision-ready narratives for senior audiences.
• Facilitate discussions that move stakeholders from insight to decision and from decision to practical, measurable action plans.
• Shape and oversee the development of executive presentations, strategic recommendations, and workforce stories that connect people outcomes to business priorities.
• Partner with stakeholders to define success measures, monitor follow-through, and articulate the value and impact of advisory engagements.
• Represent HREC, business unit HR, and end-user perspectives across HR Data & Intelligence, ensuring that capabilities remain connected to real business needs.
• Partner closely with Data Product, Data Science, Reporting and Visualization, and People Insights teams throughout solution design, development, implementation, and adoption.
• Provide clear feedback and guidance on products and solutions from the business and HR perspective, helping teams preserve analytical intent while improving usability, relevance, and adoption.
• Identify common and recurring needs across client groups and translate them into enterprise research priorities, reusable solutions, scalable data products, or self-service capabilities.
• Promote the responsible and appropriate use of workforce data and insights, partnering with relevant experts to support privacy, ethical use, and sound interpretation.
• Build and convene a network of analytics and insights delegates across HR functions and business units to identify needs, align priorities, share learning, and clarify decision pathways.
• Establish a sustainable engagement model connecting HR Data & Intelligence with HREC stakeholders and key HR partners.
• Strengthen workforce data and insights fluency across aligned HR teams, helping leaders use available data products and self-service capabilities effectively and recognize when specialized advisory support is required.

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
• 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