HR Leader – Orthopedics

Johnson & Johnson

. Serve as the primary employee relations subject-matter expert for designated U.S.

Posted 10/8/2026full-timeUnited StatesSenior💰 $94,000 - $151,800 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in employee relations, including managing complex cases, conducting workplace investigations, and providing strategic guidance on U.S. employment laws and organizational changes. Strong ability to synthesize information and deliver actionable recommendations while maintaining confidentiality and integrity.

Highest-signal resume keywords

Employee Relations ManagementWorkplace InvestigationsU.S. Employment LawsStakeholder ManagementRisk Assessment

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Policy InterpretationPerformance ManagementCorrective ActionCase DocumentationTraining DevelopmentData AnalysisConflict ResolutionConsulting SkillsOrganizational Change ManagementWorkforce Transformation

Soft Skills

Excellent CommunicationInfluencing SkillsDiscretionIntegrityCollaboration

Industry Keywords

Human ResourcesLabor and EmploymentMedTechPharmaceuticalsHealthcareLife SciencesMatrixed OrganizationField Sales OrganizationBusiness TransformationEmployee Relations Trends

About the role

Key responsibilities & impact

Serve as the primary employee relations subject-matter expert for designated U.S. Orthopaedics commercial and field sales organizations
Provide guidance on policy interpretation, performance management, workplace conduct, and corrective action
Manage complex, sensitive, and high-risk employee relations matters from intake through resolution
Plan and conduct objective, thorough, and timely workplace investigations
Assess evidence, document findings, and recommend appropriate actions with HR, Legal, and business leaders
Interpret and apply company policies and U.S. federal, state, and local employment requirements
Advise leaders and HR partners on employee relations risk, options, and recommended actions
Provide guidance and risk assessments for organizational changes, workforce actions, restructures, territory or leadership changes, and business transformations
Identify case trends and potential risks and translate insights into recommendations
Maintain accurate, complete, and confidential case documentation
Support case-management practices, reporting, and governance
Develop and facilitate training, tools, and coaching for leaders and HR partners
Build partnerships across a matrixed organization and contribute to HR priorities, process improvements, and cross-functional initiatives
Report to the Head of HR, Spine, Sports, and CMF

Requirements

What you’ll need

Bachelor’s degree required, preferably in Human Resources, Business Administration, Employment Relations, Law, or a related field
4–6 years of progressive experience in employee relations, human resources, labor and employment, or a related discipline
Ability to independently manage complex employee relations cases and conduct sensitive workplace investigations from intake through resolution
Strong working knowledge of U.S. employment laws, employee relations principles, investigation practices, and performance-management processes
Ability to evaluate risk, synthesize complex information, and provide clear, practical, business-oriented recommendations
Strong consulting, influencing, and stakeholder-management skills
Excellent written and verbal communication skills
Ability to manage multiple priorities, exercise discretion, and handle confidential information with integrity
Commitment to fair, consistent, and respectful employment practices
Fluent English required
Ability to travel domestically up to approximately 20%
Preferred: experience supporting a large commercial or geographically dispersed field sales organization
Preferred: experience in MedTech, pharmaceuticals, healthcare, or life sciences
Preferred: experience in a global, matrixed organization
Preferred: experience supporting workforce transformation, organizational redesign, restructures, or significant business changes
Preferred: experience using employee relations case data and trends to inform interventions, training, or process improvements

Benefits

Comp & perks

Consolidated retirement plan (pension)
Savings plan (401(k))
Vacation – 120 hours per calendar year
Sick time – 40 hours per calendar year; Colorado residents – 48 hours; Washington residents – 56 hours
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 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
Hybrid work arrangement
Remote work options may be considered on a case-by-case basis if approved by the Company
Domestic travel up to approximately 20% based on business needs