Head of HR, Innovative Medicine Japan

At Johnson & Johnson, we believe health is everything.

Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through 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 humanity. Learn more at https://www.jnj.com

Job Function:
Human Resources

Job Sub Function:
HR Business Partners

Job Category:
People Leader

All Job Posting Locations:
Chiyoda, Tokyo, Japan

Job Description:

Our expertise in Innovative Medicine is informed and inspired by patients, whose insights fuel our science-based advancements.

Visionaries like you work on teams that save lives by developing the medicines of tomorrow.

Join us in developing treatments, finding cures, and pioneering the path from lab to life while championing patients every step of the way.

Learn more at https://www.jnj.com/innovative-medicine

We are searching for a Head of Human Resources, Innovative Medicine Japan, based in Tokyo, Japan.

The role reports directly to the Head of Human Resources, Asia Pacific Region.

Purpose:

Head of Human Resources, Innovative Medicine Japan will provide strategic HR partnership to the Johnson & Johnson Innovative Medicine Commercial Leadership team, which is J&J’s 3rd largest business globally and largest across the Asia Pacific Region.

Role & Responsibility

Business Intimacy:


* Create and deploy the strategic HR agenda for the business, aligned with HR, business, and shared services strategies and ensure integration of HR priorities into business plans


* Evaluate appropriate business, financial, or other drivers across multiple functional groups/countries/regions to inform HR solutions (e.g., track performance, diagnose capability gaps)


* Develop a trusted partnership or coaching relationship with a leader either internally (e.g.

business leader) or externally that enhances the leader’s impact

Building Organizational Capability:


* Identify critical business capability needs and partner with business leaders to develop and execute appropriate strategies to strengthen the organization


* Partner with a business and HR team to recommend a strategy that anticipates and addresses future changes in business conditions


* Find innovative ways to use existing solutions and acquire resources to meet business needs

Driving Talent Agenda:


* 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


* Ensure meaningful engagement, development, energy, and effective performance of team t...