HR Leader, Spine Global Business Unit - Orthopedics

Human Resources Leader, Spine Global Business Unit Location(s): Raynham, MA; Raritan, NJ; West Chester, PA; Palm Beach Gardens, FL; Warsaw, IN. This role requires 20% travel. Purpose The HR Leader will set and lead the people strategy, design, governance, and delivery of HR programs supporting the Spine organization globally. Reporting to the Head of HR, Spine Sports, and CMF Global Business Unit, this role serves as a strategic partner to the Spine Global Leadership teams to drive talent outcomes aligned to business priorities. Core Responsibilities Act as the business partner for key business strategies, understanding needs through diagnosis, analysis, and data to provide strategic input on business strategy. Partner with business leadership to optimize organization design for business strategy, including annual business planning and long‑range financial planning such as workforce planning. Provide strategic context to overall communications plans and support A&D activities such as due diligence and integration. Lead organizational design initiatives to position the business for future success. Talent Strategy & Management Identify and diagnose talent needs across the business through analytical acumen and effective analysis. Create and deploy talent strategies to attract, develop, reward, and retain talent, including succession planning and capability building. Own and drive talent management across business/function/geography, setting priorities, developing talent talk rhythm aligned with the global calendar, and measuring progress through talent metrics. Partner with Talent Acquisition to define sourcing strategies and acquisition plans for critical capability areas. Lead succession planning for EC/GOC critical roles and assess pipeline strength. Enhance capability through buy/build/borrow strategies in partnership with Talent Acquisition, Access, and J&J Learn. Execute workforce planning efforts aligned with overall business strategy to ensure adequate resource allocation. Support career planning and pathing efforts as part of overall talent strategy. Develop and refresh competency frameworks and conduct talent planning exercises focused on critical capabilities. Consult with business on future talent needs to maintain market competitiveness. Culture & Engagement Partner with leaders to shape culture and employee engagement strategies guided by Our Credo/Our Voice survey insights, exit survey insights, and predictive retention modeling. Define and build key mindsets/behaviours for the business in partnership with leaders. Drive a culture of Our Credo, growth, collaboration, and inclusion within teams. Partner on engagement strategy with business and communications teams. Support cultural transformations of the business. Leadership Coaching & Effectiveness Develop trusted partnerships and coaching relationships with leaders and teams to build leadership capabilities and enhance leader impact. Partner with leaders on team effectiveness program options and facilitator identification. Ensure meaningful engagement, development, and effective performance of teams. Develop onboarding plans for new leaders. Coach leaders on employee performance, stakeholder interactions, and team effectiveness. Consult on disciplinary actions related to employee investigations and support associated coaching. Ensure communication and alignment with Corporate Services Enterprise efforts such as Performance Management and Global Job Architecture, including training and manager capability building. Qualifications Bachelor’s degree required; advanced degree strongly preferred. Minimum of 6+ years of progressive HR experience, including executive‑level business partnering and leading enterprise talent strategies. Exceptional written and verbal communication skills with the ability to influence leaders and translate complex people topics into actionable insights. Ability to create executive‑ready narratives and materials for senior leadership audiences. Demonstrated presence, judgment, and discretion when advising leaders on sensitive organizational and talent matters. Strong analytical, critical thinking, and problem‑solving capabilities with business and financial acumen. Ability to synthesize complex inputs (talent data, business strategy, financial metrics, and workforce trends) into clear recommendations. Strong attention to detail and commitment to quality in deliverables and execution. Ability to operate with pace, rigor, and sound judgment in a dynamic, high‑visibility environment. Demonstrated ability to partner effectively with Finance to align talent strategy with financial outcomes and business performance. Proven ability to lead multiple complex workstreams and deliver results in a fast‑paced, evolving environment. Strong cross‑functional collaboration skills and ability to influence outcomes through partnership and governance. Ability to build credibility quickly with senior leaders and navigate complex stakeholder environments. Preferred Requirements MBA or other advanced degree in HR, Business, Finance, or related discipline. Experience supporting a commercial organization within a global, matrixed, publicly traded company. Pay Range $122,000.00 – $212,750.00 (Base salary) Benefits Vacation: 120 hours per calendar year. Sick Time: 40 hours per calendar year (48 hours for Colorado, 56 hours for Washington). Holiday Pay (incl. 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 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 (10 days). Volunteer Leave: 32 hours per calendar year. Military Spouse Time‑Off: 80 hours per calendar year. Eligibility for Company’s consolidated retirement plan (pension) and savings plan (401(k)). Eligibility for the Company’s long‑term incentive program. 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 inclusive interview process and will accommodate applicants with disabilities by request. #J-18808-Ljbffr Johnson & Johnson