HR Business Partner with German in Schaffhausen (6 months contract)

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 https://www.jnj.com/.

HR Business Partner with German in Schaffhausen (6 months contract)

Location:  Schaffhausen

Contract: full time, fixed term contract for 6 months

As a Business Unit HR Leader, you will provide strategic HR partnership to different leaders on the Schaffhausen Site leadership team. You’ll report into the HR leader of the Pharma Manufacturing site in Schaffhausen and contribute to shaping the strategy and organizational effectiveness for assigned Business Units, driving aligned outcomes in these focus areas:  

• Leverage internal and external insights to diagnose and design organizations optimized to achieve strategic goals


• Design and deploy data-driven talent strategies that curate the talent and capabilities required to deliver


• Shape and steward our culture and employee experiences that will attract, inspire, and retain top talent


• Accelerate performance through leadership coaching and team effectiveness


• Partner across our OneHR model to deliver on talent and organizational strategies as well as partner on critical business and HR projects within and beyond Schaffhausen site.

The responsibilities & the impact YOU will have:

Business strategy

• Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape


• Represent OneHR and provide strategic input on business strategy


• Understand what the business needs (through diagnosis, analysis, data), including organizational health, and what the function must bring to meet those needs, leveraging the breadth of the OneHR model


• Partner with the business on how to ensure organization is optimally set up to deliver on business strategy (e.g. workforce planning)

Talent strategy and management

• Identify and diagnose talent needs of the business through strong business and analytical acumen and effective analysis


• Create and deploy talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipeline and critical capability building
  
  
  
  • drive talent management for the business you support; action priorities, develop talent talk rhythm aligned to global calendar; inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g., retention, movement)
  
  
  • Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas, ensuring diverse slates
  
  
  • Facilitate succession planning for critical business/function roles
  
  
  
  


• Contribute to our DE&I strategy in partnership with the business


• Partner across OneHR model to enhance capability in partnership with e.g. Talent Acquisition and J&J Learn

Culture and engagement

• Partner with your business leaders to help shape culture and employee engagement strategies guided by Our Credo survey insights, employee sentiment, DE&I efforts etc.


• Drive culture of Our Credo, growth, collaboration, and inclusion within teams

Leadership coaching and effectiveness

• Develop trusted partnerships and coaching relationships with your business leaders and their teams to build leadership capabilities and enhance their impact


• Partner with business leaders on team effectiveness program options and identification of facilitators


• Ensure meaningful engagement, development, energy, and effective performance of team


• Support onboarding of new leaders


• Coach leaders on employee performance, stakeholder interactions, and team effectiveness


• Consult on disciplinary actions as a result of ER investigations and supporting associated employee/manager coaching

Talent strategy and management

• Implement workforce planning efforts in alignment with overall business strategy to ensure business appropriately resourced to deliver commitments


• Support career planning and pathing efforts as part of overall talent strategy


• Partner with the business to develop or refresh relevant capability building needs


• Lead talent planning exercises deeper within organization, collaborate with business on future talent needs to ensure market competitiveness

Execution and pull-through

• Ensure communication and pull-through of Corporate Services Enterprise efforts (e.g., Performance Management, Global Job Architecture) in the business; training and manager capability building


• Facilitate slate/offer approval processes and conduct interviews for critical capability areas


• Manage talent nomination lists for senior leader engagement connections and development programs


• Support Other Adjustment (OA) analyses in conjunction with Total Rewards; advise on nonstandard offers/offer negotiations


• Align and communicate business-specific year-end calendars and planning guidance


• Support country and regional rollout of policies and compliance requirements