Sr. Manager, BUHR Finance

Johnson & Johnson Innovative Medicine•West Chester, PA

7d•$122,000 - $212,750•Hybrid

About The Position

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, subject to legal requirements, including consultation with works councils and other employee representative bodies, as may be required, regulatory approvals and other customary conditions and approvals. 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. In that case, details of any planned changes would be provided to you by DePuy Synthes at an appropriate time and subject to any necessary consultation processes. DePuy Synthes is recruiting for a(n) Sr. Manager, BUHR Finance, located in Raynham, Massachusetts. The Senior Manager, Finance (HR) serves as a strategic finance partner to Human Resources leadership, providing financial insight, governance, and decision support for workforce‑related investments and operating plans. This role plays a critical part in shaping people strategy by translating HR initiatives into clear financial outcomes, ensuring alignment with business priorities, compliance requirements, and long‑range financial goals. This position offers the opportunity to influence enterprise‑level decisions during a period of transformation and growth at DePuy Synthes. The Sr Manager BUHR Finance is responsible for executing the people strategy, and delivery of HR programs supporting the Finance globally. Reporting to the Head of HR for Finance and Legal, Functions, this role serves as a strategic partner the functional Leadership teams to drive talent outcomes aligned to business priorities. The role provides leadership across talent strategy, organization effectiveness, workforce planning, and leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities. This position ensures execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

Requirements

Bachelor’s degree required; advanced degree strongly preferred.
Minimum of 6-8 years of progressive HR experience, including business partnering and executing enterprise talent strategies.
Exceptional written and verbal communication skills, with the ability to influence leaders and translate complex people topics into actionable insights.
Ability to create executive-ready narratives and materials for senior leadership audiences.
Demonstrated presence, judgment, and discretion when advising leaders on sensitive organizational and talent matters.
Strong analytical, critical thinking, and problem-solving capabilities, with business and financial acumen.
Ability to synthesize complex inputs (talent data, business strategy, financial metrics, and workforce trends) into clear recommendations.
Strong attention to detail and commitment to quality in deliverables and execution.
Ability to operate with pace, rigor, and sound judgment in a dynamic, high-visibility environment.
Demonstrated ability to partner effectively with Finance to align talent strategy with financial outcomes and business performance.
Proven ability to lead multiple complex workstreams and deliver results in a fast-paced, evolving environment.
Strong cross-functional collaboration skills and ability to influence outcomes through partnership and governance.
Ability to build credibility quickly with senior leaders and navigate complex stakeholder environments.

Nice To Haves

MBA or other advanced degree in HR, Business, Finance, or a related discipline.
Experience supporting Finance and/or Legal organizations within a global, matrixed, publicly traded company.
Previous people leadership experience preferred.

Responsibilities

Lead people engagement strategy for the Finance organiatization.
Lead and execute on Talent Strategy and Management (Performance, Succession, Capability Building, Coaching, DEI).
Coach and advise business leaders.
Activate and Execute on Strategies (policies & programs) launched by HR COE teams.
Lead Organizational Design & Strategic Workforce Planning.
Advise on policies and programs launched by HR COE teams.
Own the global HR strategy and talent agenda for the function, ensuring alignment to enterprise priorities, financial performance objectives, and workforce outcomes.
Serve as a trusted advisor to senior leadership, providing data-driven insights and recommendations on organization design, talent strategy, leadership capability, and workforce planning.
Drive organization effectiveness, including org design, operating model evolution, spans and layers optimization, and team effectiveness.
Partner closely with Talent Acquisition, Total Rewards, and HR COEs and broader BUHR community to design and deploy integrated talent solutions that attract, retain, and develop high-performing talent.
Lead workforce planning and analytics efforts, translating business strategy into actionable hiring, development, and reskilling plans.
Drive continuous improvement and transformation of HR processes, tools, and governance to enhance effectiveness, scalability, and employee experience.
Monitor external market trends (talent, capability, and operating models within Finance) and translate insights into forward-looking HR strategies.

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 period10 days
Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year
Consolidated retirement plan (pension)
Savings plan (401(k))
Long-term incentive program
Employee medical benefits (for Co-Ops and Interns)
Medical, dental, vision and time off (for positions represented by CBA)