Head of Human Resources, France IM and OneHR France

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.

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

• 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.

• 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.

• 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.

• 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.

• 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.

• 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..

• 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.