HR Leader, Global Quality & Regulatory Affairs

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at jnj.com

As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world. We provide an inclusive work environment where each person is considered as an individual. At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit.

Job Function:

Human Resources

Job Sub Function:

HR Business Partners

Job Category:

Professional

All Job Posting Locations:

Palm Beach Gardens, Florida, United States of America, Raritan, New Jersey, United States of America, Raynham, Massachusetts, United States of America, Warsaw, Indiana, United States of America, West Chester, Pennsylvania, United States of America

Job Description:

We are searching for an HR Leader, Global Quality & Regulatory Affairs to be located in Warsaw, IN, Raynham MA, West Chester, PA, Palm Beach Gardens, FL, or Raritan, NJ.

The HR Leader, Global Quality & Regulatory Affairs is responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting this global organization. Reporting to the Head of HR for Global Quality, Regulatory & Patient Safety, this role serves as a strategic partner to the Global Quality team to drive talent outcomes aligned to business priorities. The role provides leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities. The HR Leader partners through HR to ensure execution of programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

Core Responsibilities

Business strategy

• Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
• Represent the HR function and provide strategic input on business strategy
• Understand and anticipate business needs (through diagnosis, analysis, data), including organizational health, and what the function must bring to meet those needs, leveraging the breadth of the HR model
• Partner with the business to ensure the organization is optimally prepared to deliver on business strategy inclusive of annual business planning and long-range financial planning (e.g., workforce planning)
• Lead organizational design efforts to position business for the future.

Talent strategy and management

• Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis
• Create and deploy the talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipelines and critical capability building

• Own and drive talent management for the business/function/geography; set and action priorities, develop talent talk rhythm aligned to global calendar inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g., retention, movement)
• Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas
• Lead succession planning for critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed

• Partner across HR model to assess current state and enhance capability through buy/build/borrow strategy in partnership with Talent Acquisition/Access and J&J Learn

Culture and engagement

• Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo/Our Voice survey insights, employee sentiment, attrition and exit survey insights, predictive retention modeling, etc.
• Identify, define, and help build key mindsets/behaviors for the business in partnership with business leaders
• Drive culture of growth, collaboration, and inclusion within teams

Leadership coaching and effectiveness

• Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities and enhance leader impact
• Partner with business leaders on team effectiveness program options and identification of facilitators
• Ensure meaningful engagement, development, energy, and effective performance of team
• Coach leaders on employee performance, stakeholder interactions, and team effectiveness
• Consult on disciplinary actions as a result of ER investigations and supporting associated employee/manager coaching

Qualifications / Requirements

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