Director, HR, IT & Global Business Services – Orthopedics

Johnson & Johnson

HR Director managing enterprise HR programs aligned with business strategy at Johnson & Johnson. Leading talent strategy for IT and Global Business Services organizations.

Posted 6/4/2026full-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, Inclusion)
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 IT & GBS, ensuring alignment to enterprise strategy, digital transformation priorities, and operational performance outcomes.
Serve as a trusted advisor to IT and GBS senior leadership, providing data-driven insights and recommendations on talent strategy, organization design, workforce planning, and capability building.
Lead planning, development, and delivery of HR strategies and materials for the CIO and GBS leadership team, including annual talent cycles, strategic priorities, and ad hoc initiatives.
Drive organization effectiveness across IT & GBS, including org design, operating model evolution, global delivery models, and optimization of spans, layers, and capabilities.
Oversee talent management processes (e.g., performance, succession, leadership development) with a focus on building critical pipelines for digital, technical, and shared services capabilities.
Partner closely with Talent Acquisition, Total Rewards, and HR COEs to design and deploy integrated talent solutions that attract, retain, and develop high-demand technical and global services talent.
Lead workforce planning and skills strategy, translating business transformation (e.g., digital, automation, shared services expansion) into actionable hiring, reskilling, and capability development plans.
Drive continuous improvement and transformation of HR processes, tools, and governance to enhance scalability, efficiency, and employee experience across IT & GBS.
Oversee employee engagement, culture, and change management efforts to support large-scale transformation, including technology modernization and global service delivery initiatives.
Monitor external market and talent trends (e.g., digital skills, global workforce models, outsourcing/GBS evolution) and translate insights into forward-looking HR strategies.
Set the HR communications strategy for IT & GBS, ensuring clear, consistent messaging that supports business priorities and engagement.
Lead cross-functional partnership with IT, GBS, and HR COEs (Talent Management, Talent Acquisition, Total Rewards) to ensure integrated, high-quality outcomes.
Build, lead, coach, and develop a high-performing HR team, driving strong execution, capability building, and stakeholder partnership.

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 complex, global organizations.
Exceptional written and verbal communication skills with the ability to influence senior leaders 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 business, organizational, and talent matters.
Strong analytical, critical thinking, and problem-solving capabilities, with business and financial acumen.
Ability to synthesize complex inputs (business strategy, workforce data, digital/technology trends) into clear recommendations.
Strong attention to detail and commitment to high-quality deliverables.
Ability to operate with pace, rigor, and sound judgment in high-visibility, dynamic environments.
Demonstrated ability to partner with IT and GBS leaders to align talent strategy with transformation priorities and operational outcomes.
Proven ability to lead multiple complex workstreams simultaneously and deliver results 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 global 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.
Employees are eligible for 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
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 managementorganizational designworkforce planningcapability buildingdata-driven insightsperformance managementsuccession planningleadership developmentdigital transformation

Soft Skills

communication skillsinfluenceanalytical skillscritical thinkingproblem-solvingattention to detailcollaborationstakeholder managementjudgmentadaptability

Certifications

Bachelor's degreeadvanced degree