Head of Global Workforce Analytics organization at Johnson & Johnson. Leading efforts to connect Johnson & Johnson leaders with actionable insights that advance the People and Business priorities of Johnson & Johnson.

Chief of Staff to the Johnson & Johnson CHRO, with reporting lines to both the CHRO and Global Head of Total Rewards for Johnson & Johnson, in support of the Human Resources Executive Committee for Johnson & Johnson and the Enterprise HR agenda.

Janssen Research & Development, LLC develops treatments that improve the health and lifestyles of people worldwide. Research and development areas encompass novel targets in neurologic disorders, gastroenterology, oncology, infectious disease, diabetes, hematology, metabolic disorders, immunologic disorders, and reproductive medicine.Head of HR and talent management for Janssen Oncology, Immunology, the Janssen Human Microbiome Institute, Janssen Cell Therapy (Palucorcel), and the Janssen R&D Global Centers of Excellence. Member of North American Pharmaceutical HRLT. Responsible for creating and implementing talent management strategies to support short and long term growth of the Oncology and Immunology therapeutic areas and their respective disease area strongholds. Additionally, responsible for providing input and driving the HR agenda across Janssen Pharmaceutical; leading a Global team of HR professionals.Primary talent management expert for stakeholders within the TA, and for external communities related to the area. Design and execute appropriate talent management solutions aligned with TA needs and direction. Design and implement structures to maximize TA performance, drive a culture of innovation and employee engagement. Partner with leaders to grow diverse, technical and leadership capabilities. Play a consultative role in employee communications. Act as a coach on employee-organization development as well as complex employee relations issues. Flawlessly implement key talent management processes: Talent Attraction, Recruitment, Succession Planning/Performance Management and Development/Leadership Development/Change Management and others.

Janssen Research & Development, LLC develops treatments that improve the health and lifestyles of people worldwide. Research and development areas encompass novel targets in neurologic disorders, gastroenterology, oncology, infectious disease, diabetes, hematology, metabolic disorders, immunologic disorders, and reproductive medicine.Responsible for creating and implementing talent management strategies to support short and long term growth of the respective therapeutic area and disease area strongholds. The position will have an end-to-end impact over the therapeutic area as it will direct the HR agenda for both the TA Research and Development as well as the Global Commercial Organization. Additionally, responsible for providing input and driving the HR agenda across Janssen Pharmaceutical; leading a team of HR professionals directly and indirectly.Primary talent management expert for stakeholders within the TA, and for external communities related to the area. Design and execute appropriate talent management solutions aligned with TA needs and direction. Design and implement structures to maximize TA performance, drive a culture of innovation and employee engagement. Partner with leaders to grow diverse, technical and leadership capabilities. Play a consultative role in employee communications. Act as a coach on employee-organization development as well as complex employee relations issues. Flawlessly implement key talent management processes: Talent Attraction, Recruitment, Succession Planning/Performance Management and Development/Leadership Development/Change Management and others.

Global Surgery, a member of Johnson & Johnson's Family of Companies, is recruiting for a Director, Human Resources for its General Surgery Global Strategic Marketing and some of the Global Surgery Commercial COE teams. The role will be based in Cincinnati, OH. This role, at this stage of Global Surgery's change mgt process, will be responsible to support the Global Strategic Marketing org for General Surgery as well as supporting a few Commercial COEs team that support the Global Surgery businesses including Global Business Insights and Market Access. The Director, Human Resources is responsible for creating and implementing HR strategies to support short and long term growth of General Surgery's Global Strategic Marketing organization structure design, critical capability building globally. This role is also fundamentally responsible to support the relevant commercial COEs organizations for org design, capability building and organizational effectiveness and efficiency. This role creates a unique integrated point of view on how the function team can have a consistent value proposition for our customers and drive across team org effectiveness and efficiency. Additionally, this position is responsible for providing input and driving the HR agenda as a part of the global Surgery HR Director Leadership team.

Responsible for the design and execution of the J&J China Talent Center (CTC) and Asia Pacific Talent Strategy. CTC Roles and responsibilities included: 1.) Validate workforce requirement, competency and capability gaps for China businesses. Benchmark current TM processes 2.) Develop proposal for current & future state, gap analysis and recommendations 3.) Support in the data analysis and facilitate leaders in driving Mission definition, scope, governance, policies and outcomes for the Talent Center 4.) Work with key stakeholder to define Structure, Staffing and Funding/Budgeting requirements 5.) Review existing sector activities and make recommendation for consolidation activities into J&J talent center.

In support of Global IT and Global Procurement organizations, responsibilities included full spectrum of BBHR strategy development and execution. Supported both organizations through 2007 YE compensation planning process, including full analysis of bonus, merit, and equity comp distributions across the organization. Completed full high-performer comp decile analysis for CIO resulting in 10 salary adjustment recommendations for high-performing employees. Built HR metrics (turnover, regrettable loss, and staffing metrics) to be used in monthly scorecard for Management Board meetings. Supported process excellence of Credo Action Committee for Global Procurement. Partnering with IT Leadership Council to rollout new org. capabilities and align new skill requirements and developmental gaps to employee goals and objectives.

For the Endoscopy Product Marketing organization, responsibilities included the development and execution of a Targeted Mail marketing campaign for the XCEL Bladeless trocar franchise. Monitored sales target identification process by field sales and liased with the agency to ensure timely execution of campaign. Developed mechanism to track the ROI of the Targeted Mail initiative at the account level. Delivered 2008 Business Planning process for $126MM EES product portfolio. Developed 2008 marketing strategy and tactic development of laparoscopic appendectomy for market development investment in XCEL Trocar franchise.

Responsibilities included salary authorization and administration process, job market pricing and survey analysis, job benchmarking, and maintenance of internal equity pay structure. Responsibilities also included project management of sales force reorganization and notification process. Year-End compensation responsibilities included the auditing of two EES organizations to ensure error-free roll-up of year-end compensation recommendations. Performed salary-band change analysis and proration analysis of all EES employees. Responsibilities also included maintenance of EES workforce analytics reports for monthly US Board meetings. J&J trainings include DMAIC Green-Belt and Management Fundamentals II.

Full-time member of the Chevron-Unocal Merger HR Integration Project Management Office (PMO). PMO objective was to support all HR Integration sub-teams with effective human resource consulting and integration strategies and processes. Sub-teams included Total Remuneration, Selections, Global HRIT, Communications, On Boarding and Day-1 Readiness, Corporate HR, and International HR Issues. Personal responsibilities included: communication liaison between all HR sub-team Team Leads and the Integration PMO for work-stream updates and status reports.