Director, Employee Exp– Strat & Ops

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: Human Resources Job Sub Function: HR Business Partners Job Category: Professional All Job Posting Locations: Raritan, New Jersey, United States of America, Raynham, Massachusetts, United States of America, West Chester, Pennsylvania, United States of America Job Description: DePuy Synthes is recruiting for a(n) Director, Employee Experience – Strategy & Operations, located in Raynham, MA or West Chester, PA or Raritan, NJ. The Director, Employee Experience – Strategy & Operations will lead complex, enterprise-wide people initiatives that shape how employees experience organizational change, new technology, operating models, and ways of working. This role combines strategy, program leadership, change management, communications, and employee experience to translate business priorities into practical programs that employees and leaders can successfully adopt. Key Responsibilities Lead enterprise people initiatives from strategy through implementation, including HR technology deployments, organizational redesigns, new ways of working, and policy or process changes. Provide end-to-end program and project leadership, developing clear charters, workplans, timelines, budgets and governance models. Coordinate complex cross-functional programs across HR, IT, Finance, Communications, and business teams, ensuring dependencies, risks, decisions, and accountabilities are actively managed. Develop and execute change and adoption strategies using structured change-management approaches such as Prosci/ADKAR or Kotter, including stakeholder analysis, change-impact assessments, readiness planning, and resistance management. Partner with Internal Communications and senior sponsors to build compelling change narratives, leadership messaging, communication plans, and practical toolkits that equip managers to lead employees through change. Design employee and leader enablement plans, including readiness activities, training strategies, resources, and ongoing support needed to successfully adopt new processes, technologies, and ways of working. Establish meaningful measures of success, including adoption measures, employee pulse surveys, experience KPIs, program performance indicators, and ROI measures, and translate results into clear insights for senior leadership. Create scalable governance, change-management, and PMO standards that can be reused across People initiatives to improve consistency, efficiency, and execution. Qualifications Education Bachelor’s degree required. Advanced degree in Human Resources, Organizational Development, Business Administration, change management, or a related discipline preferred. Experience and Skills Required: 8-10+ years in project/program management, with at least 3-5 in organizational change or HR transformation Experience working within a global and/or highly matrixed organization. Demonstrated success leading large, complex initiatives involving multiple functions and senior stakeholders. Experience developing and executing structured change-management and adoption strategies, including stakeholder, impact, readiness, and resistance planning. Strong program-management capability, including experience managing integrated plans, budgets, dependencies, risks, issues, and governance. Demonstrated ability to influence and build alignment with senior leaders and cross-functional partners without relying on direct authority. Strong structured problem-solving and facilitation skills, with the ability to navigate ambiguity and competing priorities. Ability to use qualitative and quantitative data to develop clear recommendations and compelling, senior-leadership-level narratives. Preferred: Experience leading HR transformation, HR technology, organizational design, employee experience, or enterprise ways-of-working initiatives. Experience partnering closely with HR, IT, Finance, Internal Communications, and business leaders on enterprise transformation programs. Familiarity with recognized change-management methodologies such as Prosci/ADKAR or Kotter. Experience building employee listening, adoption measurement, pulse survey, experience KPI, and benefits-realization approaches. Experience establishing PMO, governance, or change-management standards that can be scaled across multiple programs. PMP, PgMP, Prosci Change Management Certification, or comparable program/change-management certification preferred. Other Travel requirements should be determined based on the final scope of the role. No additional language re