Sr Product Manager, Knowledge Management
About The Position
Johnson & Johnson Services, Inc. is recruiting for the Senior Product Manager, Knowledge Management, located in New Brunswick, NJ. HR Data & Intelligence sits at the heart of Johnson & Johnson’s HR Digital ecosystem, architecting the intelligence layer that shapes how the company understands, engages, and mobilizes its global workforce. This organization builds and operationalizes enterprise-scale data, analytics, and AI capabilities that do more than inform decisions—they reshape how HR plans, predicts, personalizes, and performs. By unifying data science, employee listening, knowledge management, and responsible AI, HR Data & Intelligence is transforming workforce signals into strategic advantage, ensuring HR is not only insight-led and future-ready, but a trusted steward of ethical, human-centered intelligence at scale. Within this ecosystem, Data Services is the business-owned data platform capability that ensures HR data is trusted, scalable, and analytics-ready. The Senior Product Manager, Knowledge Management is responsible for operationalizing Johnson & Johnson’s HR Knowledge Management Strategy by bringing authoritative, AI‑ready HR knowledge to life across prioritized HR use cases. Reporting to the Head of Data Science Services, this role translates enterprise standards for HR knowledge—authority, structure, lifecycle, quality, and reuse—into day‑to‑day execution that enables trusted self‑service, consistent decisioning, and scalable AI-powered HR experiences. The Senior Product Manager, Knowledge Management partners closely with HR domain business process owners, Product Management, and other Data & Intelligence teams to ensure HR knowledge is authoritative, findable, current, and reusable across channels, including AI‑enabled workflows. The role is accountable for making the strategy real—implementing tooling, driving adoption, enforcing standards, enabling domain ownership, and ensuring high‑value HR knowledge is eligible for safe reuse at scale. Operating at the intersection of knowledge architecture, governance, and experience delivery, this role plays a critical part in transforming HR knowledge from static content into a durable enterprise capability that improves employee experience, reduces risk, and enables the future of HR.
Requirements
- A minimum of a Bachelor’s degree in Information Science, Knowledge Management, Information Systems or a related field is required.
- Minimum of 7 years of experience in knowledge management, content strategy, information architecture, or related disciplines within a complex global organization.
- Demonstrated experience operationalizing an enterprise knowledge or content strategy, translating standards and principles into execution across prioritized use cases.
- Strong understanding of knowledge as an enterprise asset, including authority signaling, lifecycle management, quality standards, metadata, and reuse across channels.
- Proven ability to distinguish authoritative guidance from reference material and operational precedent, and to enforce standards that ensure trust, traceability, and safe reuse.
- Experience implementing or enforcing knowledge lifecycle discipline (draft, review, approval, publish, maintain, archive), including governance checkpoints and quality gates.
- Demonstrated judgment in preparing knowledge for AI‑enabled and automated reuse, including context completeness, authority tiering, lineage, and eligibility controls.
- Demonstrated understanding of how knowledge graphs, semantic relationships, and vectorized knowledge assets enable scalable discovery, reasoning, and AI‑enabled reuse of enterprise knowledge, including the role of relationships, metadata, and embeddings in supporting search, retrieval, and safe application of authoritative HR knowledge.
- Experience partnering effectively with HR domain leaders, product management, digital teams, and analytics or data teams to deliver knowledge capabilities embedded in workflows and experiences.
- Strong communication and change leadership skills, with the ability to drive adoption, influence without authority, and enable distributed ownership across domains.
Nice To Haves
- Experience supporting or integrating AI‑enabled search, conversational interfaces, or decision support tools that consume governed enterprise knowledge.
- Familiarity with content‑as‑a‑service models, structured knowledge, decision logic, or semantic/ontology‑based approaches to knowledge reuse.
- Experience operating within federated governance models, working with domain stewards, councils, or centers of excellence.
- Experience defining or using knowledge performance metrics, including findability, quality, reuse, lifecycle health, and self‑service outcomes.
- Experience working in a highly regulated or risk‑sensitive environment, with an appreciation for compliance, auditability, and responsible AI considerations.
Responsibilities
- Partner with HR and business leaders to shape and clarify high‑impact workforce and talent questions, translating business context into well‑defined analytical problem statements and testable hypotheses.
- Apply rigorous quantitative and qualitative methods to generate credible, decision‑relevant people insights across HR domains
- Identify patterns and insights with repeatable value, distinguishing one‑time analyses from insights that should be scaled through enterprise analytics and decision products.
- Collaborate closely with Decision Products and other HR Data & Intelligence teams to translate validated insights into reusable metrics, analytics, and decision products, contributing domain context and analytical framing.
- Translate complex analyses into clear, compelling narratives that connect people insights to business outcomes and enable confident decision‑making by senior leaders.
- Ensure all people analytics work adheres to data privacy, ethical standards, and responsible use principles, maintaining trust while working with sensitive employee data.
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
