Sr. Director, Succession, Assessment, and Development - Orthopedics
About The Position
This role is a senior HR leadership position responsible for shaping and executing enterprise talent and performance strategies that build organizational capability and drive business results. This role leads key processes including talent management, performance management, succession planning, inclusion strategy, and leadership development, partnering closely with senior leaders and HR teams. The position has broad enterprise impact, helping ensure DePuy Synthes has the right talent, ready now and for the future, while fostering a high-performance, inclusive culture within a global MedTech organization. Johnson & Johnson announced plans to separate our Orthopaedics business to establish a standalone orthopaedics company, operating as DePuy Synthes. The process of the planned separation is anticipated to be completed within 18 to 24 months. Should you accept this position, it is anticipated that, following conclusion of the transaction, you would be an employee of DePuy Synthes and your employment would be governed by DePuy Synthes employment processes, programs, policies, and benefit plans.
Requirements
- Master’s degree required in Human Resources, Business Administration, Organizational Development, or a related field.
- 12+ years of progressive experience in talent management, performance management, or HR leadership roles.
- Demonstrated experience leading enterprise‑level talent and performance programs.
- Proven ability to influence and partner effectively with senior and executive leaders.
- Strong analytical capability with experience leveraging talent data and insights.
- Experience leading teams and driving change in complex, matrixed organizations.
- Excellent communication, facilitation, and stakeholder‑management skills.
- English proficiency required.
Nice To Haves
- Experience in a regulated industry such as MedTech, Pharma, or Healthcare.
- Experience working in a global organization with multi‑regional talent processes.
- Exposure to leadership development, succession planning, and workforce planning integration.
- Experience leading large‑scale HR or talent transformation initiatives.
- Talent management, leadership development, or HR certifications preferred but not required.
Responsibilities
- Lead and execute enterprise talent and performance strategies, aligned with business priorities and workforce plans.
- Oversee core talent processes, including performance management, talent reviews, succession planning, and leadership development.
- Partner with senior leaders and HR Business Partners to assess talent, identify risks, and build leadership capability.
- Drive consistent, fair, and data‑driven application of talent and performance frameworks across the organization.
- Analyze talent and performance data to generate insights that inform decision‑making and continuous improvement.
- Lead change management, communications, and stakeholder engagement related to talent and performance initiatives.
- Develop, coach, and lead a high‑performing team supporting talent and performance programs.
- Ensure talent and performance processes align with governance standards, policies, and compliance requirements.
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 (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
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What This Job Offers
Job Type
Full-time
Career Level
Senior
