Job Description

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:

Multi-Family HR

Job Category:

People Leader

All Job Posting Locations:

New Brunswick, New Jersey, United States of America

Job Description:

HR Data & Intelligence sits at the heart of Johnson & Johnson's HR Digital ecosystem, architecting the intelligence layer that shapes how the company understands, engages, and mobilizes its global workforce. The organization builds and operationalizes enterprise-scale data, analytics, and AI capabilities that inform decisions and reshape how HR plans, personalizes, and performs. By unifying data science, employee listening, knowledge management, data products, and responsible AI, HR Data & Intelligence transforms workforce information into strategic advantage while serving as a trusted steward of ethical, human-centered intelligence at scale.

Within this ecosystem, People Insights & Advisory Services provides the human-led consulting and advisory capability dedicated to solving complex, ambiguous people-related business challenges. The team connects senior HR leaders to the full breadth of HR Data & Intelligence, translates business priorities into clear decision needs, and ensures that insights lead to action and measurable business impact.

Position Summary

Johnson & Johnson is recruiting for a Senior Manager, People Insights Advisory, located in New Brunswick, NJ. This highly visible role will serve as the primary point of contact and strategic advisory partner between HR Data & Intelligence and a defined portfolio of members of the Human Resources Executive Committee (HREC), their delegates, and senior HR leadership teams.

The Senior Manager will build trusted relationships with senior stakeholders, develop a deep understanding of their business and talent priorities, and proactively identify workforce risks and opportunities where data, insights, analytics, or digital solutions can improve decision making. The role will translate business strategies into clearly defined questions, hypotheses, and decision needs, then direct the need to the appropriate capabilities across People Insights, Data Science, Data Products, Reporting and Visualization, Employee Listening, and other HR Data & Intelligence teams. The Senior Manager owns stakeholder engagement, problem framing, portfolio alignment, and value realization, while partnering teams retain accountability for technical methodology, product ownership, and solution delivery. The role partners with HR Business Partners, complementing their broader business and talent leadership with specialized workforce intelligence and access to HR Data & Intelligence capabilities.

Success requires a distinctive combination of HR and business acumen, executive consulting, relationship management, strategic thinking, analytical fluency, and storytelling. The Senior Manager will help leaders move beyond data requests toward clear decisions and practical actions, while representing the voice of the business within HR Data & Intelligence. This role offers a unique opportunity to work directly with Johnson & Johnson's most senior HR leaders and influence enterprise workforce and talent priorities.

Key Responsibilities

Strategic Partnership & Executive Advisory

• Serve as the primary point of contact, relationship lead, and strategic advisory partner for the HREC and senior HR leadership.
• Develop a deep understanding of business priorities, workforce challenges, organizational dynamics, and talent strategies, and proactively identify emerging risks and opportunities.
• Translate complex business and talent challenges into clearly defined questions, hypotheses, and decision needs that can be addressed through data, research, analytics, or digital capabilities.
• Establish trust by simplifying complex workforce topics, analytical findings, and technical concepts into clear implications and actionable recommendations.
• Establish and oversee an ongoing engagement cadence with assigned HREC stakeholders to maintain alignment on priorities, progress, decisions, and outcomes.

Portfolio Management & Prioritization

• Own portfolio-level intake, prioritization, and governance for analytics, insights, and data product needs across assigned client groups, coordinating with the teams accountable for delivery.
• Assess and triage requests to determine the most appropriate solution path, including People Insights, Data Science, Data Products, Reporting and Visualization, Employee Listening, or self-service capabilities.
• Partner with leaders across HR Data & Intelligence to focus resources on the highest-value opportunities and distinguish between needs requiring human-led advisory support and those better addressed through scalable products or standard solutions.
• Maintain portfolio-level visibility into priorities, ownership, timelines, dependencies, outcomes, and business impact, while enabling delivery teams to manage day-to-day execution.
• Balance a strong client-service orientation with the judgment and confidence to challenge assumptions, clarify decision needs, and redirect low-value or duplicative work.

Insights Translation & Action Planning

• Provide strategic direction for People Insights engagements, helping researchers and analysts connect findings to the business context and intended leadership decisions.
• Guide and integrate the work of researchers, analysts, and data scientists to ensure complex findings are translated into compelling, balanced, and decision-ready narratives for senior audiences.
• Facilitate discussions that move stakeholders from insight to decision and from decision to practical, measurable action plans.
• Shape and oversee the development of executive presentations, strategic recommendations, and workforce stories that connect people outcomes to business priorities.
• Partner with stakeholders to define success measures, monitor follow-through, and articulate the value and impact of advisory engagements.

Voice of the Business & Product Partnership

• Represent HREC, business unit HR, and end-user perspectives across HR Data & Intelligence, ensuring that capabilities remain connected to real business needs.
• Partner closely with Data Product, Data Science, Reporting and Visualization, and People Insights teams throughout solution design, development, implementation, and adoption.
• Provide clear feedback and guidance on products and solutions from the business and HR perspective, helping teams preserve analytical intent while improving usability, relevance, and adoption.
• Identify common and recurring needs across client groups and translate them into enterprise research priorities, reusable solutions, scalable data products, or self-service capabilities.
• Promote the responsible and appropriate use of workforce data and insights, partnering with relevant experts to support privacy, ethical use, and sound interpretation.

Stakeholder Network & Insights Fluency

• Build and convene a network of analytics and insights delegates across HR functions and business units to identify needs, align priorities, share learning, and clarify decision pathways.
• Establish a sustainable engagement model connecting HR Data & Intelligence with HREC stakeholders and key HR partners.
• Strengthen workforce data and insights fluency across aligned HR teams, helping leaders use available data products and self-service capabilities effectively and recognize when specialized advisory support is required.

Qualifications

Required

• Bachelor's degree in Human Resources, Business, I/O Psychology, Organizational Behavior, Organizational Development, or a related field.
• 8 or more years of progressive experience in HR business partnering, workforce strategy, organizational effectiveness, HR transformation, internal or external consulting, people analytics, or a related discipline.
• Demonstrated success partnering directly with senior HR or business leaders and influencing decisions in a complex, global, and matrixed organization.
• Strong understanding of HR and talent processes, such as workforce planning, talent management, organizational effectiveness, employee listening, talent acquisition, performance management, and learning and development.
• Demonstrated ability to frame ambiguous business challenges, translate strategy into clear decision needs, and connect stakeholders to appropriate analytical, product, or digital solutions.
• Sufficient fluency in workforce data and people analytics to engage credibly with technical teams, interpret findings, and help leaders understand implications, without needing to be the technical-methodology owner.
• Exceptional executive communication, facilitation, storytelling, and stakeholder management skills, including the ability to simplify complexity and build trust across organizational levels.
• Demonstrated ability to create structure in ambiguous environments, manage competing priorities, influence without authority, and drive complex cross-functional work forward.
• Strong client-service orientation paired with sound judgment, curiosity, and the confidence to challenge requests and focus resources on the greatest potential business value.

Preferred

• Advanced degree in Human Resources, Business Administration, I/O Psychology, Organizational Behavior, Organizational Development, or a related field.
• Experience supporting executive-level HR leaders, leadership teams, or enterprise governance forums.
• Experience working within a product-oriented analytics, workforce strategy, organizational effectiveness, HR transformation, or consulting environment.
• Familiarity with people analytics, workforce data, employee listening, organizational research, data products, and responsible AI or data practices.

Other

• This position is located in New Brunswick, NJ, full-time and may require up to 10% travel, both domestic and international.

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, please contact us via https://www.jnj.com/contact-us/careers or contact AskGS to be directed to your accommodation resource.

#LI-Hybrid

Required Skills:

Preferred Skills:

Cultural Competence, Developing Others, Employee Career Development, Employee Experience, Employee Relations, HR Operational Planning and Organizing, HR Strategic Management, Human Resources (HR) Auditing, Human Resources Development, Human Resources Operations, Inclusive Leadership, Leadership, Managing Managers, Performance Measurement, Regulatory Compliance, Servant Leadership, Talent Management, Transparency Reporting

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