At Johnson & Johnsonwe believe health is everything. Our strength in healthcare innovation empowers us to build aworld where complex diseases are prevented treated and curedwhere treatments are smarter and less invasive andsolutions are 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 more at .

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:

Job Sub Function:

Job Category:

All Job Posting Locations:

Job 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 postorg 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:

Preferred Skills: