Head, Professional & Early in Career Leader Talent Pool

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Job Description

Johnson & Johnson Services, Inc. is recruiting for Head, Professional & Early in Career Leader Talent Pool. This role will ideally be based in New Brunswick, NJ though there may be flexibility with the understanding there will be frequent travel to New Brunswick. 
Caring for the world, one person at a time has inspired and united the people of Johnson & Johnson for over 130 years. We embrace research and science -- bringing innovative ideas, products and services to advance the health and well-being of people. 
With $81.6 billion in 2018 sales, Johnson & Johnson is the world's most comprehensive and broadly-based manufacturer of health care products, as well as a provider of related services, for the consumer, pharmaceutical, and medical devices markets. There are more than 250 Johnson & Johnson operating companies employing over 125,000 people and with products touching the lives of over a billion people every day, throughout the world. If you have the talent and desire to touch the world, Johnson & Johnson has the career opportunities to help make it happen. 
Thriving on a diverse company culture, celebrating the uniqueness of our employees and committed to inclusion. Proud to be an equal opportunity employer. 
Position Summary: 
The Head, Professional & Early in Career Leader Talent Pool is responsible for managing the professional (individual contributors) and early in career (less than 10 years in career) segment of talent (PG22-roughly M2) and for managing the portfolio of talent development interventions and solutions that will help build a pipeline of succession ready candidates for D1 and D2 roles.  This role is accountable for designing, developing, implementing, and managing all of the professional and early in career programs, processes, and development interventions in our global portfolio of talent management tools. Key components of the role include: 
  • Talent Management/Succession Mindset: This role is responsible for the development of J&J’s Professional and Early in Career population. As such, the role needs to be familiar with our professional and early in career leaders from PG22 through roughly the M2 level. While it will not be possible to personally know everyone in this segmented talent pool, this role is responsible for knowing key talent trends and needs, and providing the tools for sectors and functions to use to drive succession slates with this talent pool (primarily high potential talent in the accelerated portion of Early in Career) and designing and overseeing the delivery of these solutions that ensure future bench strength across J&J. This role will consult with sector BUHR and Talent Management Heads as well as enterprise succession on an as needed basis. 
  • Early in Career Development: This role is responsible for all of our Early in Career leader development programs. This currently includes all of J&J’s accelerated Early in Career Development program (currently being built) as well as our Leadership Development Programs (LDPs). This role will start with responsibility for the MVLDP program but devise strategies whereby the portfolio of LDPs across J&J can be standardized, better centralized (or federated), and streamlined for efficiency, effectiveness, and improved program experience.  
  • Early in Career/Professional Development Solutions: This role is also responsible for the Early in Career suite of development tools and strategies which is inclusive of the Talent Marketplace, mentoring/career connections, democratized assessment (DISC/Hogan/Leadership Imperative 360/transition assessments, etc. in partnership with Talent Assessment), development technologies/systems, and other development interventions including TEDxJNJ.  This role is responsible for the design and strategy of J&J’s people leader coaching process. Partnering with the Head, Senior Leader Talent Pool which owns executive coaching, and the Head, Experienced Leader Talent Pool, this role focuses on how to bring to life democratized coaching through cost effective means for scale and broad application. 
  • Early in Career/Professional Learning Solutions:  This role is responsible for all of our professional leader development programs. This currently includes all of J&J’s elective offerings which is inclusive of: Harvard Manage Mentor, LinkedIn Learning, Mango Language Training, Captivating Communications, Essential Coaching Conversations for Individuals, Influencer, and Difficult Dialogue. In addition to overseeing these existing programs, this role will determine what other programs, experiences, and interventions are needed to help our experience level leaders develop to fill critical roles in the sectors, functions, regions, and in enterprise. This role also looks to address gaps in the current portfolio at the regional level and will partner with the Regional Heads of Talent Development, the Development Champions network, and the TEDx Champions network to help create new global solutions or regional/local solutions that can be managed through efforts like Development Month (designed and run at and by local). 
  • Work through the Talent Partnership Group to build and manage development portfolio. This role must work in a matrix environment with the Talent Activation team to design, develop, build, and manage the portfolio of development solutions (educational, exposure related, and experience based) that they have ownership for. While there are no direct reports for this role, members of the Talent Activation Team will matrix into this position as they help bring to life solutions/programs and help design/develop new solutions. 
  • Member of the Talent Development leadership team: This role plays a key role on the Talent Development leadership team and must collaborate with peers on overarching topics and issues such as: talent management/development philosophy, succession process and principles, high potential identification and nominations, coaching and feedback models, talent assessment, performance and development, etc. 
General Responsibilities: 
  • Define and drive strategy for Early in Career and Professional Leader development (PG22-roughly M2) across the enterprise (across lines of business, functions, and regions). Strategy should focus on holistic development solutions proven to build capability within people and experienced leaders and ready candidates to fill mission critical succession roles.  This includes the strategy for our existing development programs, interventions, and other development tools. 
  • Provide leadership to Global Talent Management (enterprise succession, talent assessment, talent acquisition, and sector Talent Directors as needed) and BUHR on the trends, needs, and state of Early in Career and Professional level talent within the business. Ensure the Early in Career and Professional leader development strategy is aligned to both the Hire-Up (talent acquisition) model, BUHR, and the needs of the business. 
  • Drive innovation in our talent development practices (specifically Early in Career and Professional Leader) quickly testing and as appropriate adopting advances in the industry (e.g., gamification) to improve quality, efficiency, diversity, and the overall development experience. In doing so, help shape Early in Career and Professional leader development practices externally (inclusive of programs and our development interventions/tools). 
  • Be a core member of the Talent Development Leadership Team. Share learnings from portfolio with peers and apply their learnings into the Early in Career and Professional Leader portfolio. Appropriately engage the Talent Partnership Group for support with running existing programs and tools, designing/developing new programs and tools, and creating digital solutions for development.   
  • Own the “dashboard” of readiness and capability for the Early in Career and Professional Leader talent pool (PG22-roughly M2) demonstrating return, validity, and efficiency. Monitor Key Performance Indicators and scorecards of relevant data to understand and enhance assessment performance and effectiveness. 
  • Create cultural discipline to ensure global deployment of core Early in Career and Professional Leader development processes and programs across the globe. Drive consistent use of tools and programs, ensuring sector, functional, and regional adoption. Ensure offerings can scale and are relevant to nuances of sector, function, and region. 
  • Partner with Enterprise Succession and Strategic Capabilities roles to drive strategies for enterprise that keep J&J on the forefront of development and capabilities required for the future of work and ensure linkage to Global Talent Management strategies.  Ensure integration with Talent Assessment, Talent Acquisition, and Total Rewards as well. 
  • Lead matrixed direct reports. Lead through influence and dotted lines to ensure programs and solutions that enable Experienced Leader development strategy and priorities across the Company; partner with the Head, Talent Partnership Group (and GTM generally), Global Services, Human Resources and Business Unit (BU) HR on implementation and execution of programs, tools, and interventions.    
  • Establish, communicate and maintain global processes and operational guidelines. Where appropriate, build playbooks for implementation of programs and tools that allow consistent and standardized deployment by members of the Talent Partnership Group or Global Services. 
  • Build effective relationships and trusted partnerships with GTM leaders, business (sector/regional/enterprise leaders) BUHR, legal, data privacy and across the organization. 
  • Continuously review and refine the processes / roadmaps with the Global Process Owner (GPO) and Early in Career/Professional development strategy to promote and further our portfolio. 
  • Conduct routine internal analysis and external benchmarking to enhance the effectiveness of J&J’s Early in Career/Professional talent development programs and solutions.  
  • Build external reputation and brand for Johnson & Johnson talent management practices through research projects, award applications, conference presentations, and journal / press contributions. 

  • A minimum of a Bachelor's Degree is required. Master’s degree is preferred. 
  • A minimum of 8 years’ experience within HR with at least 5 years in leadership, manager, and/or high potential development is required.  
  • A proven track record of developing and managing development programs and interventions and consulting (internal or external) in this space is required.  
  • People management experience required 
  • Thought leader experienced in shaping strategic solutions, with strong communication and collaborative partnership skills required  
  • Strong leadership skills; operates as an agile global leader with understanding and appreciation for regional differences required. 
  • Experience partnering with others to integrate HR solutions for a unified experience, balancing voice of local customer, external trends, short- and long term needs to achieve business goals required 
  • Strong Stakeholder management experience at senior levels, coaching for results, and collaboration skills required 
  • Excellent business acumen and ability to develop insights to inform selection approaches 
  • Demonstrated agility in managing change initiatives with measurable and sustained impact required. 
  • Strong presentation skills; can speak across various forums and communicate to broad, diverse audience 
  • Influence, shaping solutions, negotiation and consultative skills 
  • Collaborative team player with drive to create a positive and inclusive work environment 
  • Experience working in a matrix  
  • Expertise leveraging internal and external benchmarks to ensure the strength of our senior leader development solutions and to build cases for recommended approaches and/or changes. 
  • Generates trust and builds a high degree of credibility with stakeholders. 
  • Facilitation and project management experience (e.g., project plans, status reports, communication plans, risk management plans, milestones, deliverable charts)  
  • Maintains connections and presence externally in field of expertise. 
  • This role will ideally be based in New Brunswick, NJ though there may be flexibility with the understanding there will be frequent travel to New Brunswick. will require up to 25% travel. 
Do you strive to join an outstanding team that is dynamic and ever-changing? Is career growth and opportunity appealing to you? Apply to this opportunity today. 
Johnson & Johnson is an Affirmative Action and 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, or protected veteran status and will not be discriminated against on the basis of disability 

Primary Location
United States-New Jersey-New Brunswick-
Johnson & Johnson (6067)
Job Function
Training & Development
Requisition ID