Manager, Culture & Inclusion

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: Raynham, Massachusetts, United States of America DePuy Synthes is recruiting for a(n) Manager, Culture & Inclusion, located in Raynham, Massachusetts. Job Overview The Manager, Culture & Inclusion plays a key role in advancing an inclusive, values-driven workplace at DePuy Synthes. This role partners with HR, business leaders, and cross-functional stakeholders to design, implement, and sustain culture and inclusion initiatives that strengthen employee engagement, leadership capability, and organizational effectiveness. In addition to leading culture and inclusion programs, this role serves as a key steward of workforce data governance, U.S. workforce compliance reporting, and human capital disclosures. The Manager will oversee critical regulatory reporting processes, support external ESG and non-financial disclosures, and leverage workforce insights to inform strategic decision‑making. This highly visible role offers the opportunity to influence employee experience, support organizational transformation, strengthen workforce transparency, and help shape the future culture of a standalone orthopedic leader. The successful candidate will bring strong analytical capabilities, governance discipline, stakeholder partnership, and the ability to move seamlessly between strategy and execution in a highly matrixed, regulated environment. Key Responsibilities Lead the development and execution of culture and inclusion strategies aligned with business priorities, organizational values, and employee experience objectives. Partner with HR and business leaders to embed inclusive practices across talent, leadership, engagement, and organizational effectiveness processes. Design and support programs that strengthen belonging, employee engagement, inclusive leadership, and culture transformation initiatives. Own or coordinate the annual U.S. workforce compliance reporting calendar, including EEO-1, VETS-4212, and applicable state or local workforce and pay data reporting requirements. Partner with HR Operations, People Analytics, HRIS, Talent Acquisition, Total Rewards, Payroll, Legal, Finance, and external vendors to ensure accurate, timely, and well‑documented workforce reporting submissions. Establish governance processes, data definitions, validation controls, documentation standards, and evidence retention practices that support compliance reporting accuracy and audit readiness. Serve as a subject matter expert for workforce, culture, inclusion, human capital, and employee resource group data used in external non‑financial and ESG‑related disclosures. Support workforce‑related disclosures and reporting requirements, including CSRD, Human Rights reporting, human capital management disclosures, sustainability reporting, ESG frameworks, surveys, ratings, and stakeholder requests. Analyze engagement, workforce, culture, inclusion, and compliance‑related data to identify trends, risks, opportunities, and actionable insights for leaders. Develop dashboards, executive‑ready reports, and measurement frameworks to monitor program effectiveness, reporting quality, workforce trends, and progress against organizational priorities. Qualifications Education: Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field (required) . Master’s degree in Organizational Development, Human Resources, or a related discipline (preferred). Experience and Skills: Required: Typically requires 6‑8 years of progressive experience in culture and inclusion, organizational development, HR, workforce analytics, compliance reporting, ESG reporting, or related fields. Demonstrated experience designing and implementing culture, inclusion, employee engagement, or organizational effectiveness initiatives. Experience managing workforce analytics, HR data, reporting, governance, or compliance‑related processes. Strong analytical skills with the ability to interpret workforce, engagement, human capital, and operational data and translate insights into action. Experience partnering with senior leaders and cross‑functional stakeholders in a consultative capacity. Preferred: Experience supporting culture and inclusion initiatives within a global organization. Experience supporting EEO-1, VETS-4212, pay data reporting, affirmative action reporting, or other workforce compliance reporting processes. Familiarity with ESG, sustainability, CSRD, ESRS, human rights, or human capital disclosure requirements. Experience establishing workforce data governance practices, audit readiness documentation, and reporting controls. Experience integrating culture and inclusion principles into leadership development, talent management, or organizational effectiveness processes. Experience working through organizational transformation or growth initiatives. Excellent communication, facilitation, project management, and stakeholder management skills. Other: Language: Proficiency in English required. Travel: Up to 10% domestic travel. Certifications: Inclusion, diversity, organizational development, or change management certifications (preferred). For more information on how we support the whole health of our employees throughout their wellness, career and life journey, please visit Johnson & Johnson announced plans to separate our Orthopaedics business to establish a standalone orthopaedics company, operating as DePuy Synthes. The process of the planned separation is anticipated to be completed within 18 to 24 months, subject to legal requirements, including consultation with works councils and other employee representative bodies, as may be required, regulatory approvals and other customary conditions and approvals. Should you accept this position, it is anticipated that, following conclusion of the transaction, you would be an employee of DePuy Synthes and your employment would be governed by DePuy Synthes employment processes, programs, policies, and benefit plans. In that case, details of any planned changes would be provided to you by DePuy Synthes at an appropriate time and subject to any necessary consultation processes. 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 under 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 & 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, external applicants please contact us via internal employees contact AskGS to be directed to your accommodation resource. #LI-Hybrid #DePuySynthesCareers Required Skills: Preferred Skills: Change Management, Coaching, Consulting, Employee Engagement, Employee Relations, Employee Retention, HR Business Partnership, HR Strategic Management, Human Resources Consulting, Human Resources Law, Interpersonal Influence, Organizational Change Management, Problem Solving, Process Improvements, Talent Management, Technical Credibility The anticipated base pay range for this position is : 102,000.00 - 204,000.00 USD Annual Additional Description for Pay Transparency: Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)). Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits: 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 For additional general information on Company benefits, please go to: 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 6090-Johnson & Johnson Services Inc. Legal Entity