HR Director Janssen Brazil

At Johnson & Johnson, we believe good health is the foundation of vibrant lives, thriving communities, and forward progress. That's why for more than 135 years, we have aimed to keep people well at every age and every stage of life. Today, as the world's largest and most broadly based healthcare company, we are committed to using our reach and size for good. We strive to improve access and affordability, create healthier communities, and put a healthy mind, body, and environment within reach of everyone, everywhere. Every day, our more than 140,000 employees across the world are blending heart, science, and ingenuity to profoundly change the trajectory of health for humanity.
Diversity, Equity & Inclusion are essential to continue building our history of pioneering and innovation, which has been impacting the health of more than 1 billion patients and consumers every day for more than 130 years. Regardless of your race, belief, sexual orientation, religion, or any other trait, YOU are welcome in all open positions at the largest healthcare company in the world.
When You Join Johnson & Johnson, Your Move Could Mean Our Next Breakthrough.
**We are searching for the best talent for Head of Human Resources, Janssen Brazil based in São Paulo, Brazil.**
As a Business Unit Head of HR, you will provide strategic HR partnership to Janssen Brazil leadership team or, 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)
**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 in the 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 Janssen Latin America critical business roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed
- Execute DE&I strategy in partnership with the business; assess overall diversity representation of organization informed by DE&I scorecard, and identify opportunities to enhance, 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
**Culture and engagement**
- Partner with business leaders to shape culture and employee engagement strategies guided by 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, compliance, 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
**Circumstantial responsibilities**
**Talent strategy and management**
- 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.,

---