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Human Resources


  • Título BUHR Lead
  • Função Human Resources
  • Sub função HR Business Partners
  • Local Shanghai, China
  • Postado
  • ID obrigatória 2406162255W
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About the role:

Johnson & Johnson Services, Inc. is recruiting for a Human Resources Leader, Endo, based in Shanghai. At Johnson & Johnson, we believe good health is the foundation of vibrant lives, thriving communities, and forward progress. That’s why for more than 130 years, we have aimed to keep people well at every age and every stage of life. Today, as the world’s largest and most broadly-based healthcare company, we are committed to using our reach and size for good, and we strive to improve access and affordability, create healthier communities, and put a healthy mind, body, and environment in reach of everyone, everywhere.

As a Business Unit HR Leader, you will provide strategic HR partnership to leadership team and organization, 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, diversity representation)

‒      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; assess overall diversity representation of organization informed by DE&I scorecard, and identify opportunities to enhance, as needed

·       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



·       This position will be located in Shanghai and require 20% travel.

  • Years of experience

o   M2 – 10+ years’ professional experience required; minimum of  8 years of HR or HR-related experience preferred

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