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Job Function:
Human Resources
Job Sub Function:
HR Business Partners
Job Category:
Professional
All Job Posting Locations:
Jacksonville, Florida, United States of America
Job Description:
Johnson & Johnson Services, Inc. is recruiting for a Human Resources Leader (Manager level) for Global Vision Supply Chain, based in Jacksonville, FL.
As a Business Unit HR Leader, you will provide strategic HR partnership to Supply Chain Make function in Vision in Jacksonville Site, 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)
Own and drive talent management for the business/function/geography; set and action priorities, develop talent talk rhythm aligned to global calendar; inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g., retention, movement)
Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas, ensuring diverse slates
Lead succession planning for EC/GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed
Execute DE&I strategy in partnership with the business
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, 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
Circumstantial Responsibilities
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/DE&I/Engagement Teams as well as ERGs
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
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
Manage talent nomination lists for senior leader engagement connections and development programs
Support Other Adjustment (OA) 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
Contractor management-support in hiring, negotiations, merit increases
Qualifications
Bachelor's degree in a relevant field such as Human Resources, Business Administration, Psychology, or a related discipline.
4+ years of professional experience required, with a minimum of 2 years of HR or HR-related experience preferred.
Professional Coaching and Change Management certification is desirable.
Proficiency in English is required.
This position will be located in Jacksonville, FL, will be onsite 5 days a week, and will require 10% travel.
For more information on how we support the whole health of our employees throughout their wellness, career and life journey, please visit www.careers.jnj.com .
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 and 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 email the Employee Health Support Center (ra-employeehealthsup@its.jnj.com) or contact AskGS to be directed to your accommodation resource.
