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Job Description:

Head of Human Resources, France IM and OneHR France

Location: Paris, France

Contract: Full Time, Hybrid

About The Role:

As a Head of Human Resources, France IM and OneHR France to provide strategic HR partnership to the leadership team & country, 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 ONE HR model to deliver on talent and organizational strategies

Role Responsibilities:

Business Intimacy:

• Create and deploy the HR agenda for the business teams, aligned with HR, business, and shared services strategies and ensure integration of HR priorities into business plans.

• Evaluate appropriate business, financial, or other drivers across multiple functional groups/countries/regions to inform HR solutions (e.g., track performance, diagnose capability gaps).

• Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans.

• Develop a trusted partnership or coaching relationship with a leader either internally (e.g., business leader) or externally (e.g., non-profit leader) that enhances the leader's impact.

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.

Organizational Capacity:

• Identify critical business capability needs and partner with business leaders to develop and execute appropriate strategies to strengthen the organization.

• Partner with a business or HR to recommend a strategy that anticipates and addresses future changes in business conditions.

Talent strategy and management:

• Create and deploy competitive 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 Inclusion strategy.
• 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.
• Lead talent planning exercises deeper within organization, focused on critical capabilities.
• Consult with ER/LR on local strategy; conduct consultations with works councils.
• Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis.

 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.
• 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.

 Culture and engagement

• Advise to business Credo Action/Engagement Teams as well as BERGs.
• Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo insights, employee sentiment 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..

Business strategy & Execution

• 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) when applicable
• 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.

Experience Required:

Required Minimum Education: Minimum of a Bachelor’s Degree in Human Resources or related field 

Required Years of Related Experience:  8+ years of professional experience, including managerial experience coaching and leading talent; minimum of 5 years of progressive HR or HR-related experience required.

• Must be an enthusiastic teammate with a proven commitment to build a positive work environment required.
• Experience managing, planning, and implementing projects and business support initiatives is required.
• Must have relationship management, coaching and collaboration skills required.
• Influence, shaping solutions, negotiation and partnership skills are required.
• Experience using data to influence senior business leaders 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 tools skills are required.
• Experience supporting multiple business functions and working in various industries, preferably within large, complex organizations is preferred.
• Experience of driving strategic change to meet changing business needs and exploring new business models is required.

Required Skills:

Preferred Skills:

The anticipated base pay range for this position is:

Benefits:

In addition to base pay, we offer the following benefits*: an annual bonus with set target (% of pay) depending on pay grade / location, where the actual amount is based on the employees’ and companies’ performance of the previous calendar year, or sales commissions. Moreover, we offer vacation days, parental leave for a minimum of 12 weeks, bereavement leave, caregiver leave, volunteer leave, well-being reimbursement, programs for financial, physical and mental health. We also offer service anniversary and recognition awards, and subject to the terms of their respective plans, employees - and in some location’s eligible dependents - can participate in several insurance plans. For more information, visit Employee benefits | Supporting well-being & career growth | Johnson & Johnson Careers.

*This is for informative purposes only. Amounts and actual benefits may vary by location and are subject to change.