HR Leader, Med Tech Supply Chain Netherland/Sweden

Johnson & Johnson Services, Inc. is recruiting for a  Human Resources Leader, MedTech Supply Chain , based in  Leiden Netherlands      

Caring for the world, one person at a time has inspired and united the people of Johnson & Johnson for over 130 years. We embrace research and science -- bringing innovative ideas, products and services to advance the health and well-being of people.

With $82.6 billion in 2020 sales, Johnson & Johnson is the world's most comprehensive and broadly-based manufacturer of health care products, as well as a provider of related services, for the consumer, pharmaceutical, and medical devices markets. There are more than 260 Johnson & Johnson operating companies employing over 135,000 people and with products touching the lives of over a billion people every day, throughout the world. If you have the talent and desire to touch the world, Johnson & Johnson has the career opportunities to help make it happen.

Thriving on a diverse company culture, celebrating the uniqueness of our employees and committed to inclusion. Proud to be an equal opportunity employer.

The HR Leader, MedTech Supply Chain, is responsible for the creation and deployment of the portfolio of HR work within the country, or local geography, in support of business goals, enterprise and sector HR strategies. This role delivers the HR agenda within their local responsibility and ensures resource alignment to execute the work is provided by the aligned HR service teams. The HR Leader, MedTech Supply Chain, will actively support their business partners through Coaching, Talent management, Organizational Design and Business Collaboration as required.

Key Responsibilities Include:

Business Intimacy and Acuity:

• Create and deploy the HR agenda for the business within a country or country cluster, 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 (e.g. non-profit leader) 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 or HR leader 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:

• Develop country or country cluster talent strategy in partnership with local leadership to grow and advance diverse talent pools

Promoting collaboration:

• Partner x-group, including across all parts of the HR model, to ensure integrated solutions and seamless experiences for both HR and the business
• Collaborate x-sector/function on initiatives/goals that apply across the country/cluster