Senior Manager, TA Predictive Strategy

6090-Johnson & Johnson Services Legal Entity•Brunswick, OH

21h•Onsite

About The Position

This leadership role is responsible for guiding Talent Acquisition's evolution from descriptive reporting to forward-looking, predictive decision support. The Senior Manager will champion the vision, set the direction, and mobilize partnerships to achieve this goal. Working within TA Intelligence & Performance, this leader will identify areas where predictive intelligence can deliver significant business value and collaborate with HR Digital, JJT, and Data Science to develop the necessary models and technology. The role acts as a crucial link between TA strategy, business needs, and technology partners, translating business challenges into a predictive roadmap, securing buy-in, and ensuring initiatives improve genuine business decisions.

Requirements

7+ years in Talent / People Analytics, Talent Intelligence, Workforce Planning, HR Strategy, or a related data-informed field.
Track record of leading data or analytics initiatives that influenced real business decisions (as strategic owner, not necessarily technical builder).
Experience translating complex analytics into clear business outcomes and recommendations for senior stakeholders.
Experience leading cross-functional initiatives and directing technology or data teams to achieve a shared vision.
Comfort operating in complex, matrixed, global organizations.
Strategic thinking with a long-term horizon.
Consulting mindset and ability to influence without authority.
Executive communication, storytelling, and boardroom presence.
Change leadership and an adoption-first mindset.
Innovation, experimentation, and comfort with ambiguity.
Talent development, coaching, and building high-performing teams.

Nice To Haves

Agile Workforce
Candidate Experience
Candidate Sourcing
Consulting
HR Strategic Management
HR Trends
Human Resources Consulting
Intercultural Communication
Mentorship
Organizing
Recruitment Marketing
Recruitment Strategy
Relationship Building
Tactical Thinking
Talent Management
Technical Credibility

Responsibilities

Define and champion the future vision for predictive analytics, workforce forecasting, and talent intelligence across TA, aligned with the TA 2030 strategy.
Own the multi-year maturity roadmap, progressing TA from descriptive to diagnostic, predictive, and prescriptive analytics.
Lead change management efforts to bring TA, business stakeholders, and technology partners along the journey through clear communication and sponsorship.
Translate business challenges into predictive opportunities, prioritizing strategic problems over short-term issues.
Maintain and update a prioritized inventory of TA's highest-value predictive opportunities with business stakeholders.
Develop and manage a prioritization framework that balances business impact and delivery feasibility, focusing on early wins to build credibility.
Partner with HR Digital, JJT, and Data Science to set requirements, shape solutions, and direct the roadmap for model and tool development.
Act as the informed business owner, capable of guiding technical approaches and making trade-off decisions.
Collaborate with Operational Excellence to ensure a suitable data foundation for predictive pilots and advocate for ongoing enterprise data quality.
Ensure predictive capabilities are integrated into existing workflows for recruiters and hiring managers, with a focus on adoption and human oversight.
Sponsor scenario planning to support business growth, restructuring, new product launches, geographic expansion, and critical skill shortages.
Partner with HR, Finance, and business leaders to align talent strategies with future workforce plans.
Integrate external labor market intelligence into strategic decisions, providing insights on talent availability, emerging skills, and competition.
Set standards for ethical and responsible AI in TA, including fairness, explainability, and human oversight, in collaboration with governance, legal, and technology partners.
Build trust in predictive outputs through transparency regarding confidence levels, limitations, and intended decision support.
Foster a culture of experimentation, evidence-based decision-making, and continuous learning within the team and the wider function.

Benefits

Consolidated retirement plan (pension)
Savings plan (401(k))
Vacation – 120 hours per calendar year
Sick time - 40 hours per calendar year (varies 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