HR Business Partner

At Johnson & Johnson,we believe health is everything. Our strength in healthcare innovation empowers us to build aworld where complex diseases are prevented, treated, and cured,where treatments are smarter and less invasive, andsolutions 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: Santa Clara, California, United States of America Job Description: Johnson & Johnson Services, Inc. is recruiting for a Head of Human Resources, Robotics Capabilities & Polyphonic (Director), based in Santa Clara, California. At Johnson & Johnson, we believe good health is the foundation of vibrant lives, thriving communities, and forward progress. That’s why for more than 130 years, we have aimed to keep people well at every age and every stage of life. Today, as the world’s largest and most broadly-based healthcare company, we are committed to using our reach and size for good, and we strive to improve access and affordability, create healthier communities, and put a healthy mind, body, and environment in reach of everyone, everywhere. As a Business Unit Head of HR, you will provide strategic HR partnership to the Polyphonic Leadership team and critical leadership teams for Robotics, 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 Core Responsibilities Business strategy 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) Talent strategy and management 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) 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 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 Our Credo, execution, 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 Business strategy 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 Talent strategy and management 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 Culture and engagement Partner on engagement strategy with business and communications team Advise to business Credo Action/Engagement Teams as well as EBRGs Support cultural transformations of the business Leadership coaching and effectiveness 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 This position will be located in Santa Clara, CA and require 10% travel. Qualifications A minimum of a bachelor’s degree is required. Experience managing, planning and implementing projects and business support initiatives is required. 10+ years’ professional experience, including managerial experience coaching and leading talent; minimum of 5 years of progressive HR or HR-related experience required. Demonstrated ability to navigate in ambiguity is required. Must be a supportive and collaborative teammate with a proven commitment to build a positive work environment. Influence, shaping solutions, negotiation and partnership skills are required. Must embody strong interpersonal, consultative and facilitation skills required. Ability to understand and integrate internal and external business drivers and financial metrics to drive talent outcomes for the business is required. Experience with innovative change efforts, including developing and implementing detailed change management plans is required. Strong MS office and related talent management technology skills are required. Experience supporting multiple business functions, preferably within large, complex organizations is preferred. Experience driving strategic change to meet changing business needs and exploring new business models is preferred. Experience using data to influence senior business leaders preferred. Required Skills: Preferred Skills: The anticipated base pay range for this position is : $172,000.00 - $297,850.00 Additional Description for Pay Transparency: Vacation –120 hours per calendar year Sick time - 40 hours per calendar year for employees who reside in the State of Colorado –48 hours per calendar year for employees who reside in the State of Washington –56 hours per calendar year Holiday pay, including Floating Holidays –13 days per calendar year Work, Personal and Family Time - up to 40 hours per calendar year Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year Caregiver Leave – 80 hours in a 52‑week rolling period10 days Volunteer Leave – 32 hours per calendar year Military Spouse Time-Off – 80 hours per calendar year Additional information can be found through the link below. At Johnson & Johnson,we believe health is everything. Our strength in healthcare innovation empowers us to build aworld where complex diseases are prevented, treated, and cured,where treatments are smarter and less invasive, andsolutions 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 #J-18808-Ljbffr