HR Leader, Spine Global Business Unit - Orthopedics

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Job Function:

Human Resources

Job Sub Function:

HR Business Partners

Job Category:

Professional

All Job Posting Locations:

Palm Beach Gardens, Florida, United States of America, Raritan, New Jersey, United States of America, Raynham, Massachusetts, United States of America, Warsaw, Indiana, United States of America, West Chester, Pennsylvania, United States of America

Job Description:

We are searching for the best talent for Human Resources Leader, Spine Global Business Unit to be located in Raynham, MA, Raritan, NJ, West Chester, PA, Palm Beach Gardens, FL or Warsaw, IN.

Johnson & Johnson announced plans to separate our Orthopaedics business to establish a standalone orthopaedics' company, operating as DePuy Synthes. The process of the planned separation is anticipated to be completed within 18 to 24 months, subject to legal requirements, including consultation with works councils and other employee representative bodies, as may be required, regulatory approvals and other customary conditions and approvals. Should you accept this position, it is anticipated that, following conclusion of the transaction, you would be an employee of DePuy Synthes and your employment would be governed by DePuy Synthes employment processes, programs, policies, and benefit plans. In that case, details of any planned changes would be provided to you by DePuy Synthes at an appropriate time and subject to any necessary consultation processes.

About DePuy Synthes: DePuy Synthes is a global leader in Orthopaedics, advancing patient care through innovative solutions across joint reconstruction, trauma, spine, sports medicine, and related surgical technologies. As DePuy Synthes separates from Johnson & Johnson to become the world’s largest, most comprehensive Orthopaedics-focused company, the organization is entering a defining chapter—establishing its own corporate identity, voice, culture, and reputation while continuing to serve patients, customers, and healthcare systems around the world.

Purpose: The HR Leader, Spine Global Business Unit, is responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the Spine organization globally. Reporting to the Head of HR, Spine Sports, and CMF Global Business Unit, this role serves as a strategic partner to the Spine Global Leadership teams to drive talent outcomes aligned to business priorities. The role provides leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities. The HR Leader ensures execution of HR programs with rigor, consistency, and impact, while continuously monitoring external market trends and internal business needs.

Core Responsibilities
Business Strategy:

• Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape

• 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. Represent OneHR and provide strategic input on business strategy.

• 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)

• 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.

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)

‒ Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas

‒ Lead succession planning for EC/GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen 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

• 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 business on future talent needs to ensure market competitiveness

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

• Partner on engagement strategy with business and communications team

• Support cultural transformations of the business

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

• 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 communication and pull-through of Corporate Services Enterprise efforts (e.g., Performance Management, Global Job Architecture) in the business; training and manager capability building

Qualifications / Requirements:

• This position will be located in Raynham, MA, Raritan, NJ, West Chester, PA, Palm Beach Gardens, FL or Warsaw, IN and require 20% travel.

• Bachelor’s degree required; advanced degree strongly preferred.

• Minimum of 6+ 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.

Preferred Requirements

• MBA or other advanced degree in HR, Business, Finance, or a related discipline.

• Experience supporting a commercial organization within a global, matrixed, publicly traded company.

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 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, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.

Johnson and Johnson is committed to providing an interview process that is inclusive of our applicants’ needs. If you are an individual with a disability and would like to request an accommodation, please email the Employee Health Support Center (ra-employeehealthsup@its.jnj.com) or contact AskGS to be directed to your accommodation resource.

#LI-Hybrid 

#DePuySynthesCareers

Required Skills:

 

 

Preferred Skills:

Business Alignment, Coaching, Employee Relations, Employee Retention, HR Business Partnership, HR Strategic Management, Human Resources Consulting, Human Resources Law, Interpersonal Influence, Organizational Change Management, Organizational Development (OD), Organizing, Problem Solving, Process Improvements, Project Management, Talent Management, Technical Credibility

 

 

The anticipated base pay range for this position is :

$122,000.00 - $212,750.00

Additional Description for Pay Transparency:

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 period10 days

Volunteer Leave – 32 hours per calendar year

Military Spouse Time-Off – 80 hours per calendar year

For additional general information on Company benefits, please go to: - https://www.careers.jnj.com/employee-benefits