Johnson & Johnson Innovative Medicine→
Product Director, Workforce Transitions at Johnson &… · New…
Skills
Job Description
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 jnj.com
As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world. We provide an inclusive work environment where each person is considered as an individual. At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit.
Job Function: Technology Product & Platform Management
Job Sub Function: Technical Product Management
Job Category: People Leader
All Job Posting Locations: New Brunswick, New Jersey, United States of America
Job Description:
We are recruiting for a Product Director, Workforce Transitions role based in New Brunswick, NJ location.
The Product Director, Workforce Transitions & Employee Experience is accountable for the strategy, performance, and evolution of a portfolio of products that shape critical employee moments across workforce transitions, employee experience, and core employee lifecycle transactions. This includes capabilities supporting onboarding, internal movement, job changes, employee relations, labor relations, exit management, and the digital front door, ensuring employees, managers, and HR teams can access connected, intuitive experiences across the moments that matter most. As the product line leader, this role defines the vision, sets priorities, and drives value realization across the domain, ensuring products and experiences are aligned to enterprise HR priorities, user needs, compliance requirements, and business outcomes.Operating in a player-coach model, the Director leads and develops Product Managers and analysts while also serving as the senior product leader for these capabilities. This role partners closely with HR, Global Services, Experience Design, Data, and Digital teams, and works in especially close partnership with the other product line leaders to connect journeys, orchestrate dependencies, and enable seamless experiences across pillars. Of all product domains, this role is among the most interconnected across the HR digital portfolio, requiring strong alignment across product leaders to ensure experiences, workflows, data, and handoffs come together in a coherent end-to-end employee journey. The Director ensures the domain is designed and managed as part of an integrated HR digital ecosystem, with clear handoffs, shared data foundations, and seamless experiences across the broader portfolio.
Responsibilities:
Strategic & Product Leadership
Own the product strategy and define the long‑term vision, roadmap, and governance model for the Workforce Transitions and Employee Experience product domain, anchored in enterprise HR vision and goals
Translate enterprise needs, HR operating models, and workforce insights into cohesive end‑to‑end product experiences and scalable design patterns, including journeys, redesigned workflows, business rules, decision logic, and role‑based interactions
Establish and track outcome‑based success metrics that measure product performance, data integrity, efficiency, and employee experience
Own the business case for all Workforce Transitions and Employee Experience product investments, including value hypotheses, benefits realization, and explicit trade‑off decisions
Own the product lifecycle and roadmap across Innovate → Grow → Sustain → Sunset, balancing near‑term delivery with long‑term platform and experience evolution.
Prioritize investments using value, feasibility, risk, compliance, and experience impact, ensuring decisions are grounded in data and leading indicators
Provide strategic direction and outcome accountability for discovery, design, and delivery across Workforce Transitions and Employee Experience products, in close partnership with Product Delivery, Experience Design, Data, and Engineering teams
Represent the voice of key personas—employees, people managers, candidates, and HR partners—using continuous discovery to translate insights into prioritized product outcomes
Own cross‑product prioritization and capacity trade‑offs across the Workforce Transitions and Employee Experience portfolio
Hold final decision authority when product‑level priorities conflict
Ensure investment decisions optimize enterprise value, not local or functional outcomes Cross Functional Leadership
Partner with HR COEs, Experience Design, Global Experience Owners, Product Delivery and IT to drive delivery excellence, manage dependencies, and ensure successful execution of product initiatives
Influence senior stakeholders on technology, data, and process implications—advising on risks, tradeoffs, and strategic investment priorities
Represent your product domains in governance forums, enterprise planning cycles, and cross pillar product integration efforts
People Leadership & Capability Building
Coach and develop a team of product managers and analysts, elevating product craft, data fluency, and HR technology expertise
Foster a culture of innovation by bringing market insights, product best practices and C.E.O. behaviors, and emerging HR technology trends into the strategy and design process
Required skills:
10+ years of experience in product management, digital transformation, or HR technology roles within complex, matrixed organizations
Demonstrated experience leading and developing people, including performance management, coaching, and capability building
Proven success owning portfolio‑level product strategy, prioritization, and value delivery, with accountability for measurable outcomes
Demonstrated expertise in HR digital products and experiences, with strong acumen in HR operating models, global process design, and foundational data structures
Exceptional strategic thinking and product storytelling skills, with the ability to translate complex technical or process concepts into clear, value‑centric direction that drives adoption and impact
Demonstrated ability to lead through complexity and organizational change, influencing senior leaders across HR, Technology, and the business
Experience managing HR products with a global mindset, navigating regulatory, cultural, and operational nuance
Strong portfolio and delivery leadership, including managing cross‑functional teams, dependencies, ambiguity, and enterprise‑level risks
Ability to clearly explain product and technology tradeoffs to senior executives and articulate the business value of HR digital investments
Proficiency in modern product management and agile delivery practices, translating strategic objectives into outcome‑based roadmaps and continuous value delivery Preferred:
Deep, hands-on history with Workday and a solid understanding of global best practices, both in direct Workday implementation and design as well as how Workday fits into a broader HR technology ecosystem
Experience applying AI, automation, or analytics to HR workflows
Familiarity with core HCM and employee experience to support coherent, end to end process design Leadership Behaviors:
Enterprise-minded: Drives enterprise value first, enabling localized approaches when they are required to deliver the best overall results.
Outcome-obsessed: Measures success through impact and experience.
Inclusive leader: Elevates diverse perspectives and shared ownership.
Strategic simplifier: Cuts complexity and friction.
Bold innovator: Reimagines HR work using modern product practices.
Decisive integrator: Connects strategy, experience, technology, and data.
Education Qualification:
Bachelors degree in HR, Business, Services or related fields
Required Skills:
Preferred Skills: Analytical Reasoning, Cost Management, Developing Others, Fact-Based Decision Making, Human-Computer Interaction (HCI), Inclusive Leadership, Leadership, New Program Development, Performance Measurement, Product Development, Product Strategies, Project Management Methodology (PMM), Research and Development, Software Development Management, Stakeholder Management, Strategic Supply Chain Management
The anticipated base pay range for this position is : $150,000.00 - $258,750.00
Additional Description for Pay Transparency: Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)).
This position is eligible to participate in the Company’s long-term incentive program.
Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits:
Vacation –120 hours per calendar year
Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year
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 period10 days
Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year