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Johnson & Johnson Global Services is recruiting for a HR Leader, MedTech SC Transformation – Osprey based in New Brunswick, New Jersey. This is a project role expected to last 18-24 months.

The HR Lead, MedTech Supply Chain (MTSC) Transformation serves as a HR leader responsible for enabling the successful execution of critical MTSC transformation initiatives, with primary focus on Project Osprey (Orthopedics separation). This role partners closely with business leaders, transformation office, project management teams, and HR colleagues to drive workforce readiness, organizational effectiveness, transition management, and change adoption associated with Osprey and related transformation programs.

The role will provide dedicated HR leadership and execution support, through December 2027, across a portfolio of large-scale initiatives, including organizational redesign, operating model implementation, workforce transitions, capability building, and organization change management. Given the scale, complexity, and interconnected nature of ongoing transformation efforts, this position plays a critical role in ensuring business continuity, employee engagement, talent retention, and successful deployment of future-state organizational structures.

Key Responsibilities

Transformation Leadership

• Serve as the lead HR partner supporting strategic MedTech Supply Chain transformation initiatives, including Project Osprey and related enterprise change programs.

• Partner with business leaders, PMOs, and cross-functional stakeholders to align people strategies with transformation objectives and business outcomes.

• Assess organizational impacts and develop integrated workforce solutions that enable successful execution of transformation milestones.

• Drive execution of people-related transformation activities while ensuring alignment across interconnected business initiatives.

Workforce Planning & Organization Effectiveness

• Lead workforce planning activities associated with organizational redesign, operating model implementation, and business transitions.

• Drive talent movement, deployment, redeployment, and transition planning across functions, regions, and business units.

• Identify workforce risks and develop mitigation strategies to ensure business continuity and successful transformation outcomes.

Talent Strategy & Employee Transition Management

• Develop and execute retention strategies for critical talent during periods of significant organizational change.

• Support employee transitions through workforce movement, redeployment opportunities, and separation activities where applicable.

• Provide coaching and guidance to leaders managing teams through complex transformation and change initiatives.

• Ensure a thoughtful, compliant, and employee-centered experience throughout all transition activities.

Change Management & Employee Readiness

• Develop employee readiness strategies that support adoption of new organizational models, processes, and ways of working.

• Partner with MTSC Change Management, Communications and business leaders to ensure effective stakeholder engagement and clear change messaging.

• Identify and mitigate organizational risks that could impact adoption, engagement, or execution success.

HR Program Management & Governance

• Coordinate HR-related transformation workstreams, governance forums, reporting mechanisms, and milestone tracking processes.

• Establish and maintain HR execution plans, risk assessments, and transformation dashboards.

• Drive alignment across multiple interconnected transformation initiatives to ensure consistency of people decisions and execution activities.

• Provide regular updates and insights to senior leadership regarding workforce impacts, readiness, risks, and organizational health indicators.

Leadership Expectations

Compete

• Anticipate future talent, workforce, and organizational capability needs required to enable business transformation and long-term competitiveness.

• Focus on business outcomes and prioritize the actions that create the greatest value for the organization and its people.

Execute

• Deliver with discipline, urgency, and accountability across multiple transformation priorities.

• Use transparent metrics, clear ownership, and fact-based decision making to drive execution and manage risk.

• Focus on solving business problems and ensuring successful adoption of organizational change.

Optimize

• Simplify processes, improve ways of working, and continuously increase organizational effectiveness.

• Foster a culture of direct feedback, continuous learning, and ongoing improvement consistent with J&J Direct principles.

Qualifications

Experience

• A minimum of 5 years of related Human Resources experience supporting complex organizations, large-scale transformations, organizational redesign, or business change initiatives.

• Demonstrated success leading workforce planning, organizational effectiveness, talent strategy, and change management efforts.

• Experience partnering with senior leaders to influence business and people outcomes in a matrixed global environment.

• Strong project and program management capabilities with the ability to manage multiple priorities simultaneously.

Impact

This role directly supports the successful delivery of MedTech Supply Chain transformation priorities through 2027 by ensuring the organization has the workforce plans, talent strategies, organizational structures, change management approaches, and execution rigor necessary to achieve transformation objectives while maintaining employee engagement, business continuity, and operational performance. The position serves as a critical HR leader in advancing Project Osprey, operating model implementation, workforce transitions, and broader MedTech Supply Chain transformation efforts.

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 & 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, external applicants please contact us via https://www.jnj.com/contact-us/careers, internal employees contact AskGS to be directed to your accommodation resource.

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