At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at jnj.com

As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world.  We provide an inclusive work environment where each person is considered as an individual.  At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit.

Job Function:

Human Resources

Job Sub Function:

Talent Acquisition

Job Category:

Professional

All Job Posting Locations:

New Brunswick, New Jersey, United States of America

Job Description:

We are searching for the best talent for Senior Manager, TA Predictive Strategy to be located in New Brunswick.

An internal pre-identified candidate for consideration has been identified. However, all applications will be considered.

Purpose: Lead Talent Acquisition's journey from descriptive reporting to forward-looking, predictive decision support — championing the vision, setting the direction and mobilising the partnerships that make it real.

This is a leadership role, not a hands-on build role. Working as one of three pillars within TA Intelligence & Performance — alongside Talent Insights and Operational Excellence — this leader defines where predictive intelligence can create the greatest business value, then partners with HR Digital, JJT and Data Science to design and deliver the underlying models and technology.

The role is the connective tissue between TA strategy, the business and our technology partners — translating business challenges into a clear predictive roadmap, securing sponsorship and adoption, and ensuring every initiative is grounded in a genuine decision it will improve.

What Success Looks Like

• A clear, business-backed vision and multi-year roadmap for predictive talent intelligence — understood and supported across TA and the business.

• A prioritized portfolio of predictive initiatives, each tied to a real business decision and sequenced to deliver visible early wins.

• Strong, trusted delivery partnerships with HR Digital and JJT — with predictive capabilities built, scaled and adopted through them.

• Predictive insight embedded in the everyday decisions of recruiters, hiring managers and TA leaders — not sitting in a dashboard nobody uses.

• A culture of experimentation, evidence-based decision making and responsible use of AI across TA.

Key Responsibilities

Set the Vision & Lead the Journey

• Define and champion the future vision for predictive analytics, workforce forecasting and talent intelligence across TA, aligned to the TA 2030 strategy.

• Own the multi-year maturity roadmap — evolving TA from descriptive to diagnostic, predictive and ultimately prescriptive, ensuring each phase earns the right to the next.

• Lead the change — bring TA, the business and technology partners on the journey through clear storytelling, sponsorship and momentum.

Lead with Business Challenges

• Translate business challenges into predictive opportunities, prioritizing enduring strategic problems over acute, near-term issues.

• Maintain a live inventory of TA's highest-value predictive opportunities, refreshed with business stakeholders at least annually.

• Own the prioritization framework — balancing business impact and delivery feasibility, and sequencing early wins that build credibility and sponsorship.

Direct Delivery Through Technology Partners

• Partner with HR Digital, JJT and Data Science as the delivery engine — setting the requirements, shaping the solution and directing the roadmap, while they build, engineer and scale the models and tools.

• Act as the informed business owner — able to challenge, guide and make trade-off decisions on technical approaches without needing to build them personally.

• Partner with Operational Excellence to ensure a "standard enough" data foundation for predictive pilots, and champion enterprise data quality as an ongoing priority.

• Ensure predictive capabilities are embedded into the workflows recruiters and hiring managers already use — designed for adoption, with humans always in the loop.

Shape Workforce Foresight

• Sponsor scenario planning that supports growth, restructuring, new product launches, geographic expansion and critical skill shortages.

• Partner with HR, Finance and business leaders to align talent strategies with future workforce plans.

• Bring external labor market intelligence into strategic decisions — a forward view of talent availability, emerging skills and competition.

Champion Responsible & Trusted AI

• Set the standards for ethical and responsible AI in TA — including fairness, explain ability and human oversight — working with governance, legal and technology partners to uphold them.

• Build trust in predictive outputs by being transparent about confidence, limitations and the decisions they are designed to support.

• Create a culture of experimentation, evidence-based decision making and continuous learning across the team and wider function.

Ideal Background

Experience

• 7+ years in Talent / People Analytics, Talent Intelligence, Workforce Planning, HR Strategy or a related data-informed field.

• Track record of leading data or analytics initiatives that changed real business decisions — as the strategic owner, not necessarily the technical builder.

• Experience translating complex analytics into clear business outcomes and recommendations for senior stakeholders.

• Experience leading cross-functional initiatives and directing technology or data teams to deliver on a shared vision.

• Comfortable operating in complex, matrixed, global organizations.

Leadership Capabilities

• Strategic thinking with a long-term horizon

• Consulting mindset and influence without authority

• Executive communication, storytelling and boardroom presence

• Change leadership and an adoption-first mindset

• Innovation, experimentation and comfort with ambiguity

• Talent development, coaching and building high-performing teams

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.

Required Skills:

 

 

Preferred Skills:

Agile Workforce, Candidate Experience, Candidate Sourcing, Consulting, HR Strategic Management, HR Trends, Human Resources Consulting, Intercultural Communication, Mentorship, Organizing, Recruitment Marketing, Recruitment Strategy, Relationship Building, Tactical Thinking, 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)).

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