Director, HR, Supply Chain Planning – Orthopaedics

Johnson & Johnson

Director of HR for Supply Chain at DePuy Synthes leading talent strategies and organizational effectiveness. Collaboration with executive leadership to drive HR initiatives aligned with financial performance.

Posted 6/12/2026full-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 HR COE teams.
Lead Organizational Design & Strategic Workforce Planning.
Advise on policies and programs launched by HR COE teams.
Own the global HR strategy and talent agenda for the Plan and Deliver function, ensuring alignment to enterprise priorities, financial performance objectives, and workforce outcomes.
Serve as a trusted advisor to the Plan and Deliver senior leadership, providing data-driven insights and recommendations on organization design, talent strategy, leadership capability, and workforce planning.
Drive organization effectiveness across the Plan and Deliver function, including org design, operating model evolution, spans and layers optimization, and team effectiveness.
Partner closely with Talent Acquisition, Total Rewards, and HR COEs to design and deploy integrated talent solutions that attract, retain, and develop high-performing Finance talent.
Lead workforce planning and analytics efforts, translating business strategy into actionable hiring, development, and reskilling plans.
Drive continuous improvement and transformation of HR processes, tools, and governance to enhance effectiveness, scalability, and employee experience.
Oversee employee relations, engagement strategies, and change management initiatives to support business transformation and maintain a high-performing culture.
Monitor external market trends (talent, capability, and operating models within Finance) and translate insights into forward-looking HR strategies.
Set the HR communications strategy for the Plan and Deliver organization ensuring clarity, consistency, and alignment of key talent initiatives and business priorities.
Lead cross-functional partnership with HR COEs (Talent Management, Total Rewards, Talent Acquisition), and other HR partners to deliver integrated, high-quality outcomes.
Build, lead, coach, and develop a high-performing HR team setting clear priorities and driving strong execution 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 business partnering at the executive level 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.

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 planningorganizational designdata analysisperformance managementcoachingchange managementemployee engagementanalytics

Soft Skills

communicationinfluencecritical thinkingproblem-solvingattention to detailjudgmentcollaborationleadershipadaptabilitystakeholder management