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J&J Family of Companies HR Leader, Immunology and Oncology Medical Affairs in Horsham, Pennsylvania

HR Leader, Immunology and Oncology Medical Affairs - 2306150189W


Johnson & Johnson Services, Inc. is recruiting for a Human Resources Leader, Immunology and Oncology Medical Affairs based in Horsham, PA. This role is eligible to participate in J&J Flex, working onsite 3 days per week and up to 2 days remote.

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.

Thriving on a diverse company culture, celebrating the uniqueness of our employees and committed to inclusion. Proud to be an equal opportunity employer.

About the role:

As a Business Unit HR Leader, you will provide strategic HR partnership to the Immunology and Oncology Medical Affairs US organizations, 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

  • 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

  • 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

  • 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

  • Ensure meaningful engagement, development, energy, and effective performance of team

Business strategy

  • Partner with business leadership to provide strategic context to overall communications plan (led by comms, business leader, or business admin)

  • 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

  • Consult with business on future talent needs to ensure market competitiveness

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

  • 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)


  • This position will be located in Horsham, PA and require 10% travel.

  • 5 years’ professional experience required; minimum of 2 years of HR or HR-related experience preferred

  • A minimum of a bachelor’s degree is required.

  • Experience managing, planning and implementing projects and business support initiatives is required.

  • Must be a supportive and collaborative teammate with a proven commitment to build a positive work environment.

  • Influence, shaping solutions, negotiation and partnership skills are required.

  • Must embody strong interpersonal, consultative and facilitation skills required.

  • Ability to understand and integrate internal and external business drivers and financial metrics to drive talent outcomes for the business is required.

  • Experience with innovative change efforts, including developing and implementing detailed change management plans is required.

  • Strong MS office and related talent management technology skills are required.

  • Experience supporting multiple business functions, preferably within large, complex organizations is preferred.

  • Experience driving strategic change to meet changing business needs and exploring new business models is preferred.

  • Experience using data to influence senior business leaders preferred.

The anticipated base pay range for this position is $99,000 - $170,200. The Company maintains highly competitive, performance-based compensation programs. Under current guidelines, this position is eligible for an annual performance bonus in accordance with the terms of the applicable plan. The annual performance bonus is a cash bonus intended to provide an incentive to achieve annual targeted results by rewarding for individual and the corporation’s performance over a calendar/ performance year. Bonuses are awarded at the Company’s discretion on an individual basis. Employees may be eligible to participate in Company employee benefit programs such as health insurance, savings plan, pension plan, disability plan, vacation pay, sick time, holiday pay, and work, personal and family time off in accordance with the terms of the applicable plans. For additional general information on company benefits, please go to: - https://www.careers.jnj.com/employee-benefits

For more information on how we support the whole health of our employees throughout their wellness, career and life journey, please visit www.careers.jnj.com .

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 NA-US-Pennsylvania-Horsham

Organization Johnson & Johnson Services Inc. (6090)

Travel Yes, 10 % of the Time

Job Function Human Resources

Req ID: 2306150189W