HR Leader, Immunology Demand Generation

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

Job Function:
Human Resources

Job Sub Function:
HR Business Partners

Job Category:
Professional

All Job Posting Locations:
Horsham, Pennsylvania, United States of America

Job Description:

Johnson & Johnson Services, Inc. is recruiting for a Human Resources Leader, Immunology Demand Generation to support the North America Innovative Medicine Commercial team. The role will be based in Horsham, PA.

As a Business Unit HR Leader, you will provide strategic HR partnership to the Immunology Demand Generation leadership team, contribute to shaping business strategy, and drive aligned outcomes in these focus areas:

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

Core Responsibilities

Business strategy

1. Be fluent in key business strategies, as well as external market competitive landscape
2. Collaboratively lead organizational design in partnership with the business and OneHR
3. Diagnose HR needs within the business, including organizational health, and create solutions leveraging the breadth of OneHR
4. Partner with the business to ensure delivery of annual business plan and long-range financial planning (e.g., workforce planning)

Talent strategy and management

1. Identify and diagnose talent needs of the business through strong business and analytical acumen
2. Create and deploy talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipelines and critical capability building
3. 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)
4. Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas, ensuring diverse slates
5. Execute Inclusion strategy in partnership with the business
6. Partner with the business to develop and/or refresh relevant competency frameworks

Culture and engagement

1. Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo survey insights, employee sentiment, attrition and exit survey insights, predictive retention modeling, etc.
2. Identify, define, and help build key mindsets/behaviors for the business in partnership with business leaders
3. Support cultural transformations of the business

Leadership coaching and effectiveness

1. Develop trusted partnerships and coaching relationships with leaders and teams to build capabilities and enhance impact at the individual and team level
2. Ensure meaningful engagement, development, and energy management across the team
3. Coach leaders on employee performance, stakeholder interactions, and team effectiveness

Execution and pull-through

1. 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
2. Facilitate slate/offer approval processes and conduct interviews for critical capability areas
3. Manage talent nomination lists for senior leader engagement connections and development programs
4. Support Other Adjustment (OA) analyses in conjunction with Total Rewards; advise on nonstandard offers/offer negotiations
5. Align and communicate business-specific year-end calendars and planning guidance (e.g., spending pools)
6. Support country and regional rollout of policies and compliance requirements

Qualifications

1. Bachelor's degree in a relevant field such as Human Resources, Business Administration, Psychology, or a related discipline.
2. 6+ years' professional experience required; minimum of 3 years of HR or HR-related experience required
3. Professional Coaching and Change Management certification is desirable
4. This position will be located in Horsham, PA and require 10% travel.

For more information on how we support the whole health of our employees throughout their wellness, career and life journey, please visit www.careers.jnj.com.

Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.

Johnson and Johnson is committed to providing an interview process that is inclusive of our applicants' needs. If you are an individual with a disability and would like to request an accommodation, please email the Employee Health Support Center (ra-employeehealthsup@its.jnj.com) or contact AskGS to be directed to your accommodation resource.