Head of HR, Supply Chain and Quality

at  Johnson Johnson

Johnson & Johnson is currently recruiting for a Head of HR, Global Supply Chain & Quality, based in Danvers, MA. The position is eligible to participate in J&J Flex, working days both in the office and remote each week.
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/.
For more than 130 years, diversity, equity & inclusion (DEI) has been a part of our cultural fabric at Johnson & Johnson and woven into how we do business every day. Rooted in Our Credo, the values of DEI fuel our pursuit to create a healthier, more equitable world. Our diverse workforce and culture of belonging accelerate innovation to solve the world’s most pressing healthcare challenges.
We know that the success of our business – and our ability to deliver meaningful solutions – depends on how well we understand and meet the diverse needs of the communities we serve. Which is why we foster a culture of inclusion and belonging where all perspectives, abilities and experiences are valued and our people can reach their potential.
At Johnson & Johnson, we all belong.

As Head of Human Resources, you will provide strategic HR partnership to the US supply chain and quality teams, contribute to shaping business strategy, and drive aligned outcomes in these focus areas:

• Shape and steward our culture and employee experiences that will attract, inspire, and retain top talent
• 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
• Accelerate performance through leadership coaching and team effectiveness
• Partner and leverage our HR model to deliver on talent and organizational strategies

Business strategy

• Fluent in key business strategies, as well as external market competitive landscape
• Leveraging the breadth of the HR model to support your business needs through diagnosis, analysis & data
• 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)
• Lead the organization through strategic change management to accelerate growth, scale and greater impact within the Cardiovascular

Talent strategy and management

• Identify talent needs and create a talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipeline and critical capability building (e.g., digital)
• Own and drive talent management for the business/function/geography; set and action priorities such as succession & workforce planning, talent talks, and career planning
• Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas, ensuring diverse slates
• Lead organizational design efforts to position business for the future
• Execute DE&I strategy in partnership with the business

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 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 and through other channels such as Employee Resource Groups

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
• Ensure meaningful engagement, development, energy, and effective performance of teams
• Develop onboarding plan for new leaders
• Consult on disciplinary actions as a result of ER investigations and supporting associated employee/manager coaching

Execution and pull-through

• 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
• Support compensation 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

QUALIFICATIONS

• Bachelors Degree
• 12+ years of dynamic professional experience, with 5+ years of experience as a Business Unit HR
• 5+ years of experience as a people leader
• Ability to influence senior leaders to be a partner in driving the people strategy to match the business strategy
• An effective communicator and natural relationship-builder who can collaborate with and influence a variety of work styles and personalitiesMetrics driven mindset
• -ability to provide weekly, monthly and quarterly metrics and/or learn the reporting process.
• Champions a Credo-based and future-focused vision for driving an enterprise-aligned employee and customer-focused mindset focused on integrated solutions by partnering with internal and external stakeholders.
• Drives global operational excellence for delivery of the portfolio of HR solutions by coaching others to balance the voice of the customer, business outcomes, and enterprise-wide business and HR strategies.
• Proven ability to create a high performing, diverse, and sustainable internal and external talent pipeline by leveraging enterprise-wide talent development and management strategies (e.g., workforce planning, organizational design, succession planning) in partnership with key stakeholders to drive business results across the enterprise. Serves as a talent scout.
• Travel approximately 20%, both domestic and international.
  For candidates based in the United States, the anticipated base pay range for this position is $142,000 - $244,950. The Company maintains highly competitive, performance-based compensation programs. Under current guidelines, this position is eligible for an annual performance bonus in accordance with the terms of the applicable plan. The annual performance bonus is a cash bonus intended to provide an incentive to achieve annual targeted results by rewarding for individual and the corporation’s performance over a calendar/ performance year. Bonuses are awarded at the Company’s discretion on an individual basis. Employees may be eligible to participate in Company employee benefit programs such as health insurance, savings plan, pension plan, disability plan, vacation pay, sick time, holiday pay, and work, personal and family time off in accordance with the terms of the applicable plans. For additional general information on company benefits, please go to: - https://www.careers.jnj.com/employee-benefits
  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 Affirmative Action and 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, or protected veteran status and will not be discriminated against on the basis of disability

Please refer the Job description for details