Head of HR, Supply Chain - Heart Recovery

Head of HR, Supply Chain - Heart Recovery Location: Danvers, MA Job Description As Head of Human Resources for the global Supply Chain organization, you will provide strategic HR partnership to the Chief Operating Officer of Heart Recovery, 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 Core Responsibilities 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 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 the organization through strategic change management to accelerate growth, scale and greater impact within the Cardiovascular division and MedTech 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) Own and drive talent management for the function; 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 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) undefined Culture and engagement Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo 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 Business 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 and participate in onboarding plan for new leaders Consult on disciplinary actions through employee relations and compliance 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 This position will be located on site in Danvers, MA and require 25% travel within assigned geographies and to corporate offices. 10+ years’ professional experience required, including managerial experience coaching and leading talent; minimum of 7 years progressive HR or HR‑related experience required. People management experience strongly preferred. Bachelor’s degree required, advanced degree preferred (MBA or related field). Strong business partner, involving themselves in the discussion in the business, and bring new perspective and gain traction with the business and markets. Ability to influence senior leaders to be a partner in driving the talent strategy to enable the business strategy. 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. An effective communicator and natural relationship‑builder who can collaborate with and influence a variety of work styles and personalities. Builds internal and external relationships based on respect. Seeks, listens to and incorporates diverse points of view. Collaborates openly across boundaries and acts as a team player. Metrics driven mindset—ability to provide weekly, monthly and quarterly metrics to support talent and business strategy. 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. 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. 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. Translates vision into strategy leveraging AI and accelerates results through the use of technology, demonstrates and encourages curiosity/innovation. Inspires and contributes ideas that challenge thinking. Courageously tries new things, tests and learns from mistakes. Demonstrates resilience and agility to drive and adapt to change. Flexible and adaptable; able to work in ambiguous situations. Develops self and others to reach their goals. Engages in open and honest conversations. Drives performance by managing energy and taking ownership for outcomes. Required Skills Business Alignment, Coaching, Developing Others, Employee Retention, HR Business Partnership, HR Operational Planning and Organizing, HR Strategic Management, Human Resources Consulting, Human Resources Law, Inclusive Leadership, Interpersonal Influence, Leadership, Leading Change, Organizational Change Management, Problem Solving, Talent Management Preferred Skills Business Alignment, Coaching, Developing Others, Employee Retention, HR Business Partnership, HR Operational Planning and Organizing, HR Strategic Management, Human Resources Consulting, Human Resources Law, Inclusive Leadership, Interpersonal Influence, Leadership, Leading Change, Organizational Change Management, Problem Solving, Talent Management Salary $150,000.00 - $258,750.00 Benefits 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)). This position is eligible to participate in the Company’s long‑term incentive program. 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 period. 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: Equal Opportunity Employer 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. Accommodation Notice 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, please contact us via or contact AskGS to be directed to your accommodation resource. #J-18808-Ljbffr