Director, AI enablement and Business process architecture

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: Intelligent Automation Engineering Job Category: People Leader All Job Posting Locations: New Brunswick, New Jersey, United States of America Job Description: We are currently recruiting for a Director, AI enablement and Business process architecture role based anywhere in the US. Johnson & Johnson HR is advancing a digital-first, employee-centric vision that simplifies work, enhances experiences, and unlocks the full potential of the workforce. The Director, Head of AI Enablement and Business Process Architecture will shape how people, process, data, and technology come together across the Hire-to-Retire lifecycle. This leader will define the enterprise HR AI and automation strategy while owning the future-state business architecture and workflow designs required to turn that strategy into intuitive, connected, compliant, and measurable employee experiences. The leader also owns the design of future‑state HR workflows, ensuring HR services are intuitive, connected, and outcome‑driven—before they are digitized, automated, or AI‑enabled. The role leads a team of workflow designers and AI specialists and will work closely with HR process owners, Product Managers, Technology teams, Data & Intelligence, and Change leaders to ensure experiences are designed holistically and delivered consistently across platforms. It combines strategic vision, solution and experience design, implementation leadership, value realization, and operational excellence. The leader will guide a global team and partner across HR, Product, Technology, Data & Intelligence, Risk, Privacy, Security, Change, and Operations to accelerate responsible transformation at scale. Key Accountabilities 1. Business Process Architecture | · Act as the business architecture leader for HR flow of work, translating strategy and operating-model intent into executable, end-to-end designs. · Create and maintain future-state blueprints that define process flows, decision points, roles, controls, system handoffs, data requirements, and experience patterns. · Define the maturity path for priority processes, progressing from manual work to automated, AI-assisted, and increasingly autonomous experiences where appropriate. · Ensure architecture decisions simplify work, reduce fragmentation, clarify accountability, and remain operationally viable and policy compliant. 2. Enterprise AI Enablement and Automation Strategy | · Define and execute the enterprise HR AI enablement and automation strategy, aligned with workforce experience priorities and the broader HR operating model. · Establish roadmap for integrating AI technologies, intelligent automation and workflow orchestration across the Hire-to-Retire lifecycle. · Identify, evaluate, and prioritize opportunities based on business value, employee impact, process readiness, risk, scalability, and organizational capacity. · Monitor external trends and emerging capabilities and translate them into practical implications for HR products, services, and operations. 3. End-to-End Workflow and Employee Experience Design | · Own the design of employee-centric workflows across HR domains, systems, teams, and channels, using personas and journeys to anchor design choices. · Design seamless experiences that minimize handoffs, eliminate avoidable rework, and deliver support in the flow of work. · Establish experience and workflow-design standards, reusable patterns, artifacts, templates, and playbooks. · Ensure product backlogs and change plans trace clearly to approved future-state journeys and architecture. 4. AI Solution Delivery and Orchestration | · Lead cross-functional teams in moving priority AI and automation opportunities from discovery and design through implementation, adoption, and continuous improvement. · Define orchestration patterns for how work, decisions, data, and interactions move across Core HCM, Talent, Learning, Service Delivery, collaboration, and experience platforms. · Partner with Product and Technology leaders to ensure proposed designs are feasible, scalable, secure, supportable, and aligned with enterprise architecture, without owning system configuration. · Drive disciplined experimentation and learning while applying clear criteria for scaling, redesigning, or stopping initiatives. 5. Responsible AI Governance, Risk, and Controls | · Establish governance frameworks for responsible, ethical, compliant, secure, and transparent use of AI across HR processes and platforms. · Embed privacy, security, legal, employee-relations, records, data-quality, human-oversight, and model-risk considerations into solution design and lifecycle governance. · Define decision rights, stage gates, documentation expectations, monitoring requirements, and escalation paths for AI-enabled HR capabilities. · Partner with control functions and enterprise governance bodies to maintain alignment with applicable policies and standards. 6. Value Realization and Operational Outcomes | · Define and track key performance indicators, value-realization measures, employee-experience outcomes, adoption signals, and operational metrics. · Create transparent prioritization and investment cases that connect transformation activity to productivity, service quality, speed, risk reduction, cost-to-serve, and employee impact. · Use data and feedback to refine roadmaps, workflows, controls, and adoption approaches. · Communicate progress, trade-offs, risks, and realized value to senior stakeholders. 7. Team Leadership and Capability Building | · Lead, develop, and inspire a global, cross-functional team spanning AI enablement, automation, business architecture, workflow design, and related capabilities. · Set clear methods, quality standards, goals, decision rights, and performance expectations; coach team members and build succession and capability plans. · Build organizational fluency in journey mapping, process modeling, business architecture, AI pr