Sr. Manager, Succession

6090-Johnson & Johnson Services Legal Entity • Raynham, MA

7d • Hybrid

About The Position

The Sr. Manager, Succession provides strategic leadership for enterprise succession planning and leadership continuity initiatives at DePuy Synthes. This role ensures the organization has strong pipelines of ready and future leaders for critical roles by designing, executing, and continuously improving succession planning frameworks. Partnering closely with senior leaders, HR, and Talent Management teams, this position plays a key role in strengthening leadership capability, mitigating risk, and supporting long‑term business sustainability within a global MedTech organization.

Requirements

• Bachelor’s degree required in Human Resources, Business Administration, Organizational Development, or a related field.
• Typically 8–10 years of progressive experience in succession planning, talent management, or HR strategy.
• Demonstrated experience leading enterprise‑wide succession planning programs.
• Strong ability to partner with and influence senior and executive leaders.
• Experience integrating succession with performance, development, and talent review processes.
• Strong analytical skills with the ability to translate data into insights and actions.
• Excellent facilitation, communication, and change‑management capabilities.
• English proficiency required.

Nice To Haves

• Master’s degree, MBA, or advanced degree preferred.
• Experience in a regulated industry such as MedTech, Pharma, or Healthcare.
• Experience working in a global, matrixed organization.
• Exposure to executive talent, leadership development, or workforce planning initiatives.
• Experience leading transformation or large‑scale talent initiatives.
• Talent management, leadership development, or HR certifications preferred but not required.

Responsibilities

• Lead and evolve enterprise executive assessment and succession planning strategy and processes, ensuring alignment with business priorities and talent strategy.
• Partner with senior leaders and HR to identify critical roles and assess leadership readiness and risk.
• Facilitate succession planning discussions, reviews, and governance forums with executive stakeholders.
• Integrate succession planning with performance, development, and talent review processes.
• Analyze succession data, trends, and insights to inform workforce and leadership decisions.
• Support development planning and targeted interventions to build bench strength for key roles.
• Ensure succession processes are consistent, objective, and aligned with internal policies and governance standards.
• Drive continuous improvement initiatives to enhance succession effectiveness and leadership outcomes.
• Document handling: Print, stamp/seal, mail/ship, distribute, and route documents for wet signatures.
• Records management: Store/archive/retrieve HR documents; fulfill requests; coordinate offsite storage; scan and name for Veeva.
• Compliance/admin: Upload/submit filings; print and hand-deliver to agencies; support audits and onsite audit coordination.

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