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 ResourcesJob Sub Function:
HR Business PartnersJob Category:
People LeaderAll Job Posting Locations:
Dubai, United Arab EmiratesJob Description:
Johnson & Johnson Services, Inc. is recruiting for a HR Leader Surgery EM Cluster and A&R EMEA, based in Dubai.
As a Business Unit Head of HR, you will provide strategic HR partnership to the EM Surgery leadership team, lead the BUHR team for EM, and BUHR partner for A&R EMEA.
You will 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 OneHR model to deliver on talent and organizational strategies
Core Responsibilities Business strategy
Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
Represent OneHR and provide strategic input on business strategy
Understand what the business needs (through diagnosis, analysis, data), including organizational health, and what the function must bring to meet those needs, leveraging the breadth of the OneHR model
Partner with the business on how to ensure organization is optimally set up to deliver on business strategy inclusive of annual business planning and long-range financial planning (e.g., workforce planning)
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
Talent strategy and management
Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis
Create and deploy 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)
Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas
Lead succession planning for EC/GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed
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
Consult with ER/LR on local strategy; conduct consultations with works councils
Consult with business on future talent needs to ensure market competitiveness
Culture and engagement
Partner with business leaders to shape culture and employee engagement strategies guided by Our Credo/Our Voice survey insights, employee sentiment, attrition and exit survey insights, predictive retention modeling, 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
Leadership coaching and effectiveness
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
Qualifications:
This position will be located in and require 0-5 % travel.
Years of experience8+ years’ professional experience, including managerial experience coaching and leading talent; minimum of 5 years of progressive HR or HR-related experience required
University degree is required, specialization or further qualification in HR, psychology, Economics or related discipline is preferred.
Strong analytical understanding – ability to understand and integrate internal and external business drivers and financial metrics to drive targeted outcomes for the business.
Similar experience in partnering strategically with business leaders.
Enthusiastic team player with a strong drive to create a positive work environment.
Experience in managing, planning, and implementing projects and business support initiatives.
Strong networker internally & externally.
Influencing, shaping solutions negotiations and partnership skills.
Embodies strong interpersonal, consultative and facilitation skills.
Experience with change efforts and leading change.
People management experience preferred
Required Skills:
HR Business Partnering, Leading Change, Talent ManagementPreferred Skills:
Business Alignment, Coaching, Developing Others, Employee Retention, HR Operational Planning and Organizing, HR Strategic Management, Human Resources Consulting, Human Resources Law, Inclusive Leadership, Interpersonal Influence, Leadership, Organizational Change Management, Problem Solving