Program Manager Jobs

About The Position

Requirements

• A minimum of a Bachelor’s Degree is required.
• 8-10 years of progressive experience in Supply Chain, Leadership Development, Talent Development, Human Resources, Program Management, Operations, or related business function.
• Demonstrated ability to build and execute long-term strategic change while maintaining operational excellence.
• Experience leading complex, global, cross-functional programs within a matrixed organization.
• Experience partnering with senior leaders, HR, Talent Acquisition, Finance, and business stakeholders across multiple functions and regions.
• Strong understanding of Supply Chain organizations, talent development, and leadership capability needs.
• Experience managing complex stakeholder networks and influencing senior leaders without direct authority.
• Strong program management, strategic planning, governance, and continuous improvement skills.
• Ability to communicate effectively and influence all levels of the organization, including executive leadership.
• Strong analytical, diagnostic, and problem-solving capabilities.
• Demonstrated ability to lead organizational change and strategic transformation initiatives.
• Strong executive communication, facilitation, presentation, and storytelling skills.
• Proven people leadership experience, including coaching and developing talent.

Nice To Haves

• Degree concentration in Supply Chain, Business, Engineering, Human Resources, Organizational Development, Education, Leadership Development, or a related field is preferred.
• Advanced degree preferred.
• Certification or formal training in leadership development, coaching, adult learning, project management, Lean/Six Sigma, or related disciplines preferred.
• Experience leading leadership development programs, rotational programs, talent acceleration programs, or enterprise development initiatives.
• A graduate of the GOLD program
• Experience with Learning Management Systems, leadership development vendors, and learning technologies.
• Experience in workforce planning, recruitment strategy, onboarding, or talent pipeline development.
• Experience using data, assessments, feedback, and talent analytics to drive program decisions.
• Prior experience within Johnson & Johnson Supply Chain, MedTech, Innovative Medicine, Quality, Operations, or similar global environments.
• Experience working globally across multiple cultures and regions.
• Coaching certification, leadership development certification, or equivalent professional credential.

Responsibilities

• Responsible for the strategic planning, implementation and evolution of the Global Operations Leadership Development Program.
• Own and continuously evolve the long-term strategy, governance framework, and operating model for the Global Operations Leadership Development Program to ensure alignment with Johnson & Johnson Supply Chain talent priorities and future leadership capability needs.
• Serve as the primary global point of accountability for program performance, strategic direction, governance, and continuous improvement.
• Translate enterprise, sector, and functional talent requirements into future-state program objectives, priorities, and initiatives.
• Drive execution of multi-year program strategies, transformation roadmaps, and future-state operating models.
• Establish and maintain program policies, governance structures, decision-making frameworks, and stakeholder engagement mechanisms.
• Evaluate external market trends, leadership development best practices, benchmarking insights, and emerging talent strategies to maintain a best-in-class program.
• Develop executive-level recommendations, strategic updates, and business cases supporting future program investment and evolution.
• Ensure the GOLD Program continues to serve as a differentiated leadership pipeline for Johnson & Johnson Supply Chain.
• Provide oversight, governance, prioritization, and escalation support for operational execution performed by the GOLD Program Office team.
• Ensure effective execution of rotational assignments, associate transitions, onboarding activities, final placement processes, and participant lifecycle management.
• Maintain visibility into operational performance and participant experience while partnering with the Program Office team to drive execution excellence.
• Serve as the senior escalation point for associate, manager, Program Champion, and stakeholder challenges.
• Ensure execution processes remain scalable, efficient, compliant, and globally consistent while allowing for regional nuance where appropriate.
• Drive continuous improvement of operational processes through standardization, automation, process redesign, and performance measurement.
• Build and maintain strong partnerships with Executive Sponsors, Program Champions, senior leaders, HR partners, Talent Acquisition, and key business stakeholders.
• Influence and align stakeholders around program priorities, strategic initiatives, talent development objectives, and workforce planning decisions.
• Partner with senior leaders and HR to ensure long-term talent pipeline needs are reflected in program strategy and planning.
• Lead governance forums, stakeholder communications, program reviews, and strategic planning discussions.
• Represent GOLD within leadership forums, talent discussions, workforce planning conversations, and cross-functional initiatives.
• Provide strategic consultation and guidance to stakeholders regarding participant experience, performance management, talent development, and final placement planning.
• Own the overall leadership development philosophy, development architecture, and participant experience strategy for GOLD.
• Ensure curriculum, development experiences, coaching approaches, virtual learning, residencies, and applied learning opportunities align to future leadership capability requirements.
• Partner with internal and external development experts, learning partners, and vendors to maintain a world-class participant experience.
• Evaluate educational effectiveness and development outcomes, leveraging data and stakeholder feedback to drive continuous improvement.
• Ensure development strategies support both participant growth and future business capability needs.
• Own global workforce planning and talent pipeline strategy for GOLD.
• Partner with Program Champions, HR, Talent Acquisition, and business leaders to secure annual headcount commitments and future talent pipeline needs.
• Govern recruitment strategy, hiring approach, candidate assessment processes, and onboarding strategy.
• Ensure recruiting efforts continue to attract high-caliber and diverse early-career talent globally.
• Partner with educational institutions, talent acquisition teams, and business stakeholders to strengthen future talent pipelines.
• Lead, coach, and develop members of the GOLD Program Office team.
• Establish team priorities, resource allocation strategies, accountability structures, and performance expectations.
• Develop capabilities across the Program Office team to ensure sustainable operational excellence and future scalability.
• Foster a high-performing, collaborative, inclusive, and continuous-improvement-oriented culture.
• Build succession plans, organizational capability, and operating models that position the team for long-term success.
• Provide budget stewardship and financial governance for the GOLD Program and associated development activities.
• Oversee vendor strategy, selection, relationship management, and performance evaluation.
• Partner with Procurement, Finance, external vendors, and learning providers to ensure effective utilization of program resources.
• Evaluate program investments and resource allocation decisions to maximize participant and business value.
• Ensure financial decisions support strategic priorities and long-term program sustainability.
• Establish and maintain a global alumni engagement strategy that strengthens long-term talent outcomes and organizational connectivity.
• Partner with alumni, Program Champions, senior leaders, and HR to support ongoing talent visibility, development, networking, and retention.
• Leverage alumni outcomes and insights to guide program evolution, development priorities, and talent strategy.
• Create opportunities for alumni engagement through mentoring, curriculum contributions, recruitment support, networking, and leadership involvement.

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