Director, Employee Exp- Strat & Ops

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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:

Raritan, New Jersey, United States of America, Raynham, Massachusetts, United States of America, West Chester, Pennsylvania, United States of America

Job Description:

DePuy Synthes is recruiting for a(n) Director, Employee Experience – Strategy & Operations, located in Raynham, MA or West Chester, PA or Raritan, NJ.

The Director, Employee Experience – Strategy & Operations will lead complex, enterprise-wide people initiatives that shape how employees experience organizational change, new technology, operating models, and ways of working. This role combines strategy, program leadership, change management, communications, and employee experience to translate business priorities into practical programs that employees and leaders can successfully adopt.

Key Responsibilities

• Lead enterprise people initiatives from strategy through implementation, including HR technology deployments, organizational redesigns, new ways of working, and policy or process changes.

• Provide end-to-end program and project leadership, developing clear charters, workplans, timelines, budgets and governance models.

• Coordinate complex cross-functional programs across HR, IT, Finance, Communications, and business teams, ensuring dependencies, risks, decisions, and accountabilities are actively managed.

• Develop and execute change and adoption strategies using structured change-management approaches such as Prosci/ADKAR or Kotter, including stakeholder analysis, change-impact assessments, readiness planning, and resistance management.

• Partner with Internal Communications and senior sponsors to build compelling change narratives, leadership messaging, communication plans, and practical toolkits that equip managers to lead employees through change.

• Design employee and leader enablement plans, including readiness activities, training strategies, resources, and ongoing support needed to successfully adopt new processes, technologies, and ways of working.

• Establish meaningful measures of success, including adoption measures, employee pulse surveys, experience KPIs, program performance indicators, and ROI measures, and translate results into clear insights for senior leadership.

• Create scalable governance, change-management, and PMO standards that can be reused across People initiatives to improve consistency, efficiency, and execution.

Qualifications

Education

• Bachelor’s degree required.

• Advanced degree in Human Resources, Organizational Development, Business Administration, change management, or a related discipline preferred.

Experience and Skills

Required:

• 8-10+ years in project/program management, with at least 3-5 in organizational change or HR transformation

• Experience working within a global and/or highly matrixed organization.

• Demonstrated success leading large, complex initiatives involving multiple functions and senior stakeholders.

• Experience developing and executing structured change-management and adoption strategies, including stakeholder, impact, readiness, and resistance planning.

• Strong program-management capability, including experience managing integrated plans, budgets, dependencies, risks, issues, and governance.

• Demonstrated ability to influence and build alignment with senior leaders and cross-functional partners without relying on direct authority.

• Strong structured problem-solving and facilitation skills, with the ability to navigate ambiguity and competing priorities.

• Ability to use qualitative and quantitative data to develop clear recommendations and compelling, senior-leadership-level narratives.

Preferred:

• Experience leading HR transformation, HR technology, organizational design, employee experience, or enterprise ways-of-working initiatives.

• Experience partnering closely with HR, IT, Finance, Internal Communications, and business leaders on enterprise transformation programs.

• Familiarity with recognized change-management methodologies such as Prosci/ADKAR or Kotter.

• Experience building employee listening, adoption measurement, pulse survey, experience KPI, and benefits-realization approaches.

• Experience establishing PMO, governance, or change-management standards that can be scaled across multiple programs.

• PMP, PgMP, Prosci Change Management Certification, or comparable program/change-management certification preferred.

Other

• Travel requirements should be determined based on the final scope of the role.

• No additional language requirements have been specified for this position.

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 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.

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.

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Required Skills:

Preferred Skills:

Business Alignment, Coaching, Consulting, Cross-Functional Collaboration, Employee Relations, Employee Retention, HR Business Partnership, HR Strategic Management, HR Trends, Human Resources Consulting, Human Resources Law, Interpersonal Influence, Mentorship, Organizational Change Management, Problem Solving, Succession Planning, Tactical Planning, Talent Management, Technical Credibility

The anticipated base pay range for this position is :

150,000.00 - 300,000.00 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)). This position is eligible to participate in the Company’s long-term incentive program. 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: -