HR Leader, Global Quality & Regulatory Affairs

Johnson & Johnson

. Set and lead the people strategy, design, governance, and delivery of HR programs for the global organization .

Posted 10/26/2026full-timeUnited StatesSenior💰 $122,000 - $212,750 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in strategic HR partnership, talent management, and organizational effectiveness, with a strong focus on aligning talent strategies with business priorities and financial outcomes. Proven ability to influence leaders, drive engagement, and enhance organizational capability through data-driven insights and effective communication.

Highest-signal resume keywords

Strategic HR Business Partner ExperienceTalent Management PrioritiesOrganizational Design LeadershipStrong Analytical SkillsExceptional Communication Skills

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Talent Strategy DevelopmentWorkforce PlanningLeadership DevelopmentOrganizational EffectivenessSuccession PlanningData SynthesisFinancial AcumenPerformance ManagementEmployee Engagement StrategiesOrganizational Health Diagnosis

Soft Skills

Influencing SkillsCollaboration SkillsCoaching SkillsJudgment and DiscretionAttention to Detail

Certifications & Qualifications

Bachelor’s DegreeMaster’s Degree or MBA Preferred

Industry Keywords

HR ProgramsTalent OutcomesBusiness StrategyOrganizational CapabilityEmployee RelationsHigh-Visibility EnvironmentComplex Stakeholder EnvironmentsTalent Acquisition PartnershipCulture ShapingRetention Insights

About the role

Key responsibilities & impact

Set and lead the people strategy, design, governance, and delivery of HR programs for the global organization
Serve as a strategic HR partner to the Global Quality team
Drive talent outcomes aligned to business priorities
Lead talent strategy, organizational effectiveness, workforce planning, leadership development, and organizational engagement
Monitor external market trends and internal business needs
Represent HR and provide strategic input on business strategy
Diagnose organizational health and anticipate business needs
Partner on annual business planning and long-range financial planning, including workforce planning
Lead organizational design efforts
Create and deploy talent strategies to attract, develop, reward, and retain talent
Own talent management priorities, talent review rhythms, talent pools, and talent metrics
Partner with Talent Acquisition to source and acquire critical capabilities
Lead succession planning and strengthen talent pipelines
Assess and enhance organizational capability through buy/build/borrow strategies
Shape culture and employee engagement strategies using survey, sentiment, attrition, exit survey, and retention insights
Define and build key mindsets and behaviors with business leaders
Drive growth, collaboration, and inclusion
Develop trusted partnerships and coach leaders and teams
Partner on team effectiveness programs and facilitator selection
Support meaningful engagement, development, energy, and performance of teams
Coach leaders on performance, stakeholder interactions, and team effectiveness
Consult on disciplinary actions arising from employee relations investigations and support related coaching

Requirements

What you’ll need

Bachelor’s Degree required
Master’s Degree or MBA preferred
8+ years of related HR experience required
Minimum of 2 years in a strategic HR Business Partner role preferred
Up to 20% travel required
Exceptional written and verbal communication skills
Ability to influence leaders and translate complex people topics into actionable insights
Ability to create executive-ready narratives and materials for senior leadership audiences
Demonstrated presence, judgment, and discretion when advising leaders on sensitive organizational and talent matters
Strong analytical, critical thinking, and problem-solving capabilities
Business and financial acumen
Ability to synthesize talent data, business strategy, financial metrics, and workforce trends into clear recommendations
Strong attention to detail and commitment to quality
Ability to operate with pace, rigor, and sound judgment in a dynamic, high-visibility environment
Ability to align talent strategy with financial outcomes and business performance
Ability to lead multiple complex workstreams and deliver results in a fast-paced, evolving environment
Strong cross-functional collaboration and influence skills
Ability to build credibility quickly with senior leaders and navigate complex stakeholder environments

Benefits

Comp & perks

Consolidated retirement plan (pension)
Savings plan (401(k))
Long-term incentive program
Vacation – 120 hours per calendar year
Sick time – 40 hours per calendar year; 48 hours for employees residing in Colorado; 56 hours for employees residing in Washington
Holiday pay, including Floating Holidays – 13 days per calendar year
Work, Personal and Family Time – up to 40 hours per calendar year
Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child
Bereavement Leave – 240 hours for an immediate family member; 40 hours for an extended family member per calendar year
Caregiver Leave – 80 hours in a 52-week rolling period
Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year
Inclusive interview process and reasonable accommodation support