Company - Johnson & Johnson
Location -? Somerville, New Jersey? US ?
Job Code - 68539
Position - See job description
Job First Active on: Monday, September 03, 2012
The Ethicon Surgical Care business offers a broad range of products, platforms and technologies-including sutures, surgical staplers, clip appliers, trocars and synthetic mesh devices-that are used in a wide variety of minimally invasive and open surgical procedures. Specialties include support for treatment of colorectal and thoracic conditions, women's health conditions, hernias, cancer and obesity. The Ethicon Surgical Care business combines products and services of two market leading legacy companies, both with long histories of medical innovation. Ethicon, Inc. based in Somerville, New Jersey, was founded more than 80 years ago as a pioneer in suture development and manufacturing, helping to transform the safety and electiveness of open surgery. Ethicon Endo-Surgery, Inc. was created 20 years ago in Cincinnati, Ohio, developing innovative devices that have driven the revolutionary shift from open to minimally invasive surgery that continues to lead the industry today.
The Director, Human Resources is responsible for creating and implementing HR strategies to support short and long term growth of Ethicon Surgical Care US business. This HR leadership role also plays a critical role in designing, leading and implementing change management needed for this new commercial organization. Additionally, this position is responsible for providing input and driving the HR agenda as a part of the Global Surgery HR Director leadership team when it is appropriate; leading a team of HR professionals directly and indirectly.
Principal duties and responsibilities include: Strategic Planning & Workforce Planning - Understand and assess HR needs relevant to total and client organizations strategic plans; Drive the significant change management and integration of the Ethicon Surgical Care US business from HR leadership perspectives. Drive all critical HR processes including but not limit to: Analyze and build capabilities (competencies and capacity) needed vs. current state (gap analysis); Create workforce plan to close the gaps. Organization Development & Change Management - Conduct needs analysis for client organizations; Analyze data relevant to client needs for HR implementation; Monitor progress, gather and analyze data, report results, and make recommendations for continuous improvement. Talent Management & Development - Succession planning; Launch and manage processes, tools, systems, timeline and technologies for succession planning for client groups; Deploy tailored communication and training to client groups; Ensure roll-up of client group data including preparation, planning and meeting facilitation for client groups; Monitor progress, analyze data, provide reports from Talent Navigator for client groups; Provide feedback to Dir. Talent Management on processes, tools, etc. including recommendations for continuous improvement and standardization globally; Assess succession planning data and Talent Management system to ensure linkage with recruiting and development of talent. Performance Management - Launch and manage processes, tools, systems, timeline and technologies for performance management for client groups including objective setting, midyear reviews, performance calibration and year-end reviews; Deploy tailored communication and training to client groups; Ensure roll-up of data regarding performance calibration including preparation, planning and meeting facilitation for client group; Monitor progress, analyze data, provide support and leadership from PDM for client groups; Manage all compensation and benefits related key HR processes for client group; Coaching & development - Provide information, advice and directions to clients including best practices, common methodologies, available tools, resources, etc. regarding human resources and business issues; Serve as a trusted advisor & business partner to key leaders within client groups concerning issues such as personal style, leadership impact, needs, etc. to increase effectiveness and performance success; Provide career counseling information, advice and guidance as needed. Employee & Labor Relations - Execute processes, tools and communication for short-term employee relations (guidance on FMLA, leaves, minor disputes, policies, etc.); Make referrals to Employee Relations regarding investigations, PIPs, mediations including Common Ground, ongoing counseling issues, etc. for client groups.
REQUIREMENTS - QUALIFICATIONS: Director, Human Resources, US Ethicon Surgical Care
A minimum of a BS/BA required. MS/ MA in Human Resources, Organization Development, Organization Behavior, Organizational Psychology, Consulting Psychology, Industrial Organization Psychology, Labor Relations, MBA or similar related discipline preferred. A minimum of 10 years experience in Human Resources required: to include OD, Change Management, Strategic Planning, Workforce Planning, Total Rewards, Talent Management, Employee Relations, Leadership Development & Training and Consulting. Strategic thinking through execution, organization & people development, managing change, and collaboration required. Experience working with executive leadership, providing coaching & feedback required. Training, presentation and facilitation skills required. Data analysis & Project Management skills required. Experience leading teams, navigating in a matrix environment required. Experience in acquisitions/integration of companies preferred. International work experience preferred. Demonstrated track record on the J&J Global Leadership Profile and Leadership Imperatives. This position may require significant travel (primarily domestic). People management experience preferred. This position will be based in Somerville, NJ. BE VITAL in your career, Be seen for the talent you bring to your work. Explore opportunities within the Johnson & Johnson Family of Companies.
Johnson & Johnson
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Source: http://www.careertopjobs.com/clinical-research-job.aspx?job=474782
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