Senior Manager, Talent Sourcing - MedTech

Johnson & Johnson • Brunswick, OH

4d • Hybrid

About The Position

Johnson & Johnson is seeking a visionary and strategically minded Senior Manager, Talent Sourcing Strategy & Intelligence to lead the evolution of talent sourcing across our MedTech and Enterprise Functions businesses. This role will serve as a catalyst for innovation, leveraging talent intelligence, AI-powered sourcing capabilities, market insights, and digital talent engagement strategies to accelerate access to world-class talent globally. Leading a distributed team of Talent Sourcing Managers, Leads, and Sourcing Partners, this individual will redefine sourcing as a strategic business capability, creating competitive advantage through proactive talent segmentation, predictive workforce insights, and scalable talent communities. The leader will drive the adoption of innovative sourcing technologies, talent relationship management strategies, and data-driven decision making to deliver measurable business outcomes. As a trusted advisor to senior Talent Acquisition and business leaders, this role will translate workforce planning priorities and future skill requirements into forward-looking sourcing strategies that strengthen talent pipelines, improve organizational agility, and position Johnson & Johnson to win in increasingly competitive talent markets.

Requirements

• Bachelor's Degree required.
• Minimum of 8 years of progressive experience in Talent Acquisition, Talent Intelligence, Executive Search, Workforce Planning, or Human Resources, including at least 3 years leading strategic sourcing initiatives.
• Demonstrated success leading and developing high-performing global teams.
• Proven ability to develop and execute enterprise-wide sourcing strategies aligned to business priorities.
• Strong consulting, influence, stakeholder management, and executive communication capabilities.
• Experience leveraging talent intelligence, labor market analytics, workforce insights, and data-driven decision making.
• Strong analytical, strategic thinking, and problem-solving capabilities.
• Demonstrated success building proactive talent communities, pipeline strategies, and scalable sourcing programs.
• Experience utilizing applicant tracking systems, CRM/TRM platforms, talent intelligence solutions, and advanced sourcing technologies.

Nice To Haves

• Demonstrated proficiency leveraging AI and automation technologies to improve talent acquisition effectiveness and operational efficiency.
• Experience within Medical Device, Healthcare, Technology, Life Sciences, Executive Search, or Financial Services organizations.
• Experience leading global teams in matrixed and highly complex environments.
• Experience driving digital transformation or innovation initiatives within Talent Acquisition or Human Resources.
• Strong change management, program leadership, and organizational transformation experience.

Responsibilities

• Serve as a strategic consultant and trusted advisor to Talent Acquisition and business leaders by transforming talent market insights into actionable workforce strategies.
• Anticipate emerging skill demands, labor market shifts, and competitive talent trends to proactively shape talent acquisition priorities.
• Leverage talent intelligence, workforce analytics, and predictive insights to influence hiring strategies and long-term workforce planning decisions.
• Position sourcing as a strategic enabler of enterprise growth through proactive pipeline development, talent segmentation, and talent ecosystem mapping.
• Lead the digital transformation of talent sourcing by integrating AI, automation, data analytics, and emerging technologies into sourcing workflows and talent engagement strategies.
• Drive innovation in talent discovery, candidate engagement, pipeline management, and talent relationship marketing through advanced sourcing platforms and digital solutions.
• Champion experimentation and continuous improvement by evaluating and implementing next-generation sourcing technologies, tools, and methodologies.
• Create scalable sourcing frameworks that improve productivity, candidate quality, speed-to-hire, and business impact.
• Develop and execute global sourcing strategies for critical, niche, and future-focused skill segments across MedTech and Enterprise Functions.
• Build sustainable talent ecosystems and talent communities that create long-term access to diverse, highly specialized, and difficult-to-find talent.
• Partner across regions to develop innovative approaches that strengthen pipeline health and improve talent availability in priority markets.
• Ensure strategic alignment between sourcing activities, workforce planning priorities, inclusive objectives, and business growth initiatives.
• Build and maintain influential relationships with senior executives, Talent Acquisition leaders, HR partners, and key business stakeholders.
• Translate complex talent market data into compelling insights and recommendations that drive informed business decisions.
• Provide thought leadership on talent availability, competitive intelligence, talent risks, and emerging workforce trends.
• Influence enterprise talent strategies through a consultative and data-driven approach that aligns talent investments with business needs.
• Establish a performance culture grounded in measurable outcomes, accountability, and continuous optimization.
• Define and monitor strategic sourcing KPIs, pipeline health indicators, productivity metrics, and return-on-investment measures.
• Utilize analytics and talent intelligence to identify opportunities, optimize investments, and improve sourcing effectiveness.
• Deliver actionable reporting and executive-level insights that demonstrate sourcing's contribution to business success.
• Lead, inspire, and develop a high-performing global team through coaching, mentorship, capability development, and strategic leadership.
• Foster a culture of innovation, agility, inclusion, experimentation, and continuous learning.
• Build future-ready sourcing capabilities by advancing skills in talent intelligence, AI, digital sourcing, and consultative business partnership.
• Create an environment that empowers teams to challenge conventional approaches and deliver breakthrough talent outcomes.

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