Director, HR – Trauma / Orthopedics

Johnson & Johnson

HR Director for Trauma business driving global HR strategy to support growth and innovation in patient care at Johnson & Johnson.

Posted 5/26/2026full-timeRaynham • Florida, Massachusetts, New Jersey, Pennsylvania • 🇺🇸 United StatesLead💰 $150,000 - $258,750 per yearWebsite

About the role

Key responsibilities & impact

Lead people engagement for a designated team.
Lead and execute on Talent Strategy and Management (Performance, Succession, Capability Building, Coaching, DEI)
Coach and advise business leaders.
Activate and Execute on Strategies (policies & programs) launched by COE teams.
Lead Organizational Design & Strategic Workforce Planning.
Advise on policies and programs launched by COE teams.
Own the global HR strategy and talent agenda for the Trauma business, ensuring alignment to enterprise strategy, commercial growth, and innovation priorities.
Serve as a trusted advisor to Trauma senior leadership, providing data-driven recommendations on organization design, talent strategy, leadership capability, and workforce planning.
Lead planning, development, and delivery of HR strategies and materials for the Trauma leadership team, including annual talent cycles, business planning, and ad hoc priorities.
Drive organization effectiveness across the Trauma business, including org design, operating model evolution, field/market alignment, and optimization of spans and layers.
Oversee talent management processes (e.g., performance, succession, leadership development), ensuring strong pipelines for critical commercial, clinical, and functional roles.
Partner closely with Talent Acquisition, Total Rewards, and HR COEs to design and implement integrated talent solutions that enable attraction, retention, and development of top talent in a competitive healthcare market.
Lead workforce planning and talent analytics, translating business strategy, market expansion, and product pipeline into actionable hiring and development plans.
Drive continuous improvement and transformation of HR processes, tools, and governance to enhance effectiveness, scalability, and employee experience.
Oversee employee engagement, culture, and change management efforts to support business transformation, integration, and growth initiatives.
Monitor external market trends (e.g., MedTech talent landscape, clinical/commercial capabilities, competitive dynamics) and translate insights into forward-looking HR strategies.
Set the HR communications strategy for Trauma, ensuring clear, consistent messaging that supports business objectives and engagement.
Lead cross-functional partnership with HR COEs, commercial and medical leadership, and other enterprise stakeholders to ensure integrated, high-quality outcomes.
Build, lead, coach, and develop a high-performing HR team, setting clear priorities and ensuring strong execution and stakeholder management.

Requirements

What you’ll need

Bachelor’s degree required ; advanced degree strongly preferred.
Minimum of 8+ years of progressive HR experience, including HR business partnering within global, matrixed organizations.
Exceptional written and verbal communication skills with the ability to influence at the most senior levels and communicate complex topics with clarity.
Ability to create executive-ready narratives and materials for leadership audiences.
Demonstrated presence, judgment, and discretion when advising leaders on sensitive organizational and talent matters.
Strong analytical, critical thinking, and problem-solving skills with business and financial acumen.
Ability to synthesize complex inputs (business strategy, talent data, market dynamics) into clear decisions and recommendations.
Strong attention to detail and commitment to quality standards in deliverables.
Ability to operate with pace, rigor, and sound judgment in high-visibility, time-sensitive situations.
Demonstrated ability to partner with commercial and medical leadership to align talent strategy with business growth and market needs.
Proven ability to lead multiple complex workstreams simultaneously and deliver high-quality outcomes in a fast-paced environment.
Demonstrated ability to build strong cross-functional partnerships and influence outcomes through collaboration and governance.
Ability to quickly build credibility with senior leaders and navigate complex stakeholder environments.

Benefits

Comp & perks

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 period
10 days Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

HR strategytalent managementworkforce planningtalent analyticsorganizational designperformance managementsuccession planningleadership developmentdata-driven recommendationsemployee engagement

Soft Skills

communication skillsinfluenceanalytical skillscritical thinkingproblem-solvingattention to detailjudgmentcollaborationstakeholder managementcoaching