Johnson & Johnson Services, Inc. is recruiting for a Human Resources Leader (Sr Manager level) for Global Vision Supply Chain, based in Jacksonville, FL.

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 https://www.jnj.com/.

• Leverage internal and external insights to diagnose and design organizations optimized to achieve strategic goals
• Design and deploy data-driven talent strategies that curate the talent and capabilities required to deliver
• Shape and steward our culture and employee experiences that will attract, inspire, and retain top talent
• Accelerate performance through leadership coaching and team effectiveness
• Partner across our OneHR model to deliver on talent and organizational strategies

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

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

• Execute DE&I strategy in partnership with the business
• Partner across OneHR model to assess current state and enhance capability through buy/build/borrow strategy in partnership with Talent Acquisition/Access and J&J Learn

• 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 Our Credo, growth, collaboration, and inclusion within teams

• 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

• Partner with business leadership to provide strategic context to overall communications plan (led by comms, business leader, or business admin)
• Support A&D activity (e.g., due diligence, integration)
• Lead organizational design efforts to position business for the future
• Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans
• Guide and support development of change plan to prepare organization to return to fully functioning state with maximized effectiveness (post-notification); diagnose and design solutions for post-org design execution

• Execute workforce planning efforts (including assessment of org, followed by assessment of talent) in alignment with overall business strategy to ensure business appropriately resourced to deliver commitments (e.g., product launch)
• Support career planning and pathing efforts as part of overall talent strategy
• Partner with the business to develop and/or refresh relevant competency frameworks
• Lead talent planning exercises deeper within organization, focused on critical capabilities
• Consult with ER/LR on local strategy; conduct consultations with works councils
• Consult with business on future talent needs to ensure market competitiveness

• Partner on engagement strategy with business and communications team
• Advise to business Credo Action/DE&I/Engagement Teams as well as ERGs
• Support cultural transformations of the business

• Develop onboarding plan for new leaders
• 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

• Ensure communication and pull-through of Corporate Services Enterprise efforts (e.g., Performance Management, Global Job Architecture) in the business; training and manager capability building
• Facilitate slate/offer approval processes and conduct interviews for critical capability areas
• Manage talent nomination lists for senior leader engagement connections and development programs
• Support Other Adjustment (OA) analyses in conjunction with Total Rewards; advise on nonstandard offers/offer negotiations
• Align and communicate business-specific year-end calendars and planning guidance (e.g., spending pools)
• Support country and regional rollout of policies and compliance requirements
• Contractor management-support in hiring, negotiations, merit increases

• Communication: Strong verbal and written communication skills are crucial. HR Partners need to convey HR policies, procedures, and information clearly and effectively to both employees and management.
• Empathy: Empathy is essential for understanding and addressing employees' concerns and issues. HR Partners should be able to connect with employees/leaders on a personal level and demonstrate genuine care and understanding.
• Active Listening: Being an active listener helps HR Partners truly understand leaders/employee and management concerns. It's also valuable in gathering feedback and resolving conflicts.
• Relationship Building: Building positive relationships with employees, managers, and colleagues is vital for establishing trust and credibility within the organization.
• Problem Solving: HR Partners should be skilled in problem-solving and critical thinking. They often deal with complex issues and must find creative solutions to meet the needs of both employees and the organization.
• Conflict Resolution: Handling and mediating conflicts is a common part of the job. HR Partners should be able to remain neutral, empathetic, and fair while resolving disputes.
• Adaptability: The HR landscape is continually evolving. Being adaptable and open to change is essential for staying current with HR trends, policies, and practices.
• Business Acumen: HR Partners need a strong understanding of the organization's business goals, strategies, and operations to align HR initiatives with business objectives effectively.
• Confidentiality: HR Partners often deal with sensitive and confidential information. Maintaining strict confidentiality is essential for trust and professionalism.
• Teamwork: HR Partners collaborate with various teams, including other HR professionals and departments. They should work effectively in a team and across the organization.
• Time Management: HR Partners often handle multiple tasks and projects simultaneously. Effective time management is critical to meet deadlines and priorities.
• Influence and Persuasion: HR Partners may need to persuade or influence management and employees to adopt HR strategies and policies. Effective communication and influencing skills are valuable.
• Cultural Awareness: Understanding and appreciating diverse cultures, backgrounds, and perspectives is essential, particularly in global organizations.
• Emotional Intelligence: Being in tune with one's own emotions and the emotions of others is essential for managing workplace dynamics effectively.