Head of HR, Surgery EMEA

As a Business Unit Head of HR you will provide strategic HR partnership to the President Surgery EMEA and Surgery EMEA Leadership team, contribute to shaping business strategy, and drive aligned outcomes in these focus areas: 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, 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). Lead organizational design efforts to position business for the future. 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. 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). 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 EC/GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed. 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. 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). 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.

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. 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.

• 10+ years’ professional experience, including managerial experience coaching and leading talent; minimum of 7 years of progressive HR or HR-related experience required

• People management experience preferred

• Strong business partner, involving themselves in the discussion in the business, and bring new perspective and gain traction with the business and markets.

• Bring fresh thinking and drive change

• Demonstrated results orientation as a senior HR leader in a business unit setting.

• Significant business acumen.

• Able to shape and drive initiatives globally within a matrix organization across commercial, Supply Chain/QA/Ops, R&D;, business development, and across multiple functions.

• Ability to collaborate successfully across multiple regions, organizations, and functions.

• Skilled at developing strong relationships with executive leadership team members & influencing changes in ways of working.

• Ability to hire and develop a diverse, inclusive, engaged organization of finance and business leaders.

• Flexible and adaptable; able to work in ambiguous situations.

• A team player, and able to work collaboratively with and through others.