Head of Leadership Capabilities

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:

Learning & Instructional Design

Job Category:

People Leader

All Job Posting Locations:

New Brunswick, New Jersey, United States of America

Job Description:

We are searching for the best talent for a Head, Leadership Capabilities - Learn located in New Brunswick, NJ.

This leader will shape an integrated leadership ecosystem anchored in Our Credo and C.E.O. Leadership Behaviors through practical, scalable, and modern learning experiences. The portfolio will help leaders strengthen how they lead, coach for performance, build effective teams, and deliver measurable business and talent outcomes.

Working closely with HR, business leaders, Executive Talent Management, and enterprise partners, this leader will translate enterprise priorities into focused capability-building solutions that improve leadership effectiveness, team performance, and execution at scale.

This role requires a strategic, influential leader who can operate with senior executives, make disciplined portfolio choices, and lead through transformation, simplification, innovation, and measurable impact.

The ideal candidate will bring strong business acumen, deep talent and leadership expertise, and the ability to translate enterprise and business priorities into practical development strategies that improve leadership effectiveness and execution.

Key Responsibilities

Lead Enterprise Leadership Portfolio Strategy

• Define and lead the enterprise leadership portfolio strategy, anchored in Our Credo and C.E.O. Leadership Behaviors, with clear architecture across leadership development, coaching for performance, and other enabling capabilities.
• Oversee leadership development from manager through Senior Director level, ensuring solutions strengthen leadership effectiveness, talent readiness, and business performance.
• Partner with Executive Talent Management, HR, business stakeholders, and learning leaders to align leadership capability priorities with enterprise talent needs, business priorities, and ways of working.
• Set portfolio priorities and investment recommendations based on business needs, workforce trends, data, external insights, demand, utilization, effectiveness, and future growth opportunities.
• Conduct regular portfolio reviews and fit-gap analyses to simplify, scale, redesign, retire, or add offerings based on enterprise need and measurable impact.
• Manage external partners, executive education providers, consultants, and vendors to deliver high-quality, scalable, and outcome-oriented solutions.

Strengthen Team Effectiveness and Enterprise Execution

• Lead team effectiveness offerings for senior leader and executive teams, including Vice President and above, to strengthen alignment, decision-making, collaboration, and execution.
• Translate enterprise leadership expectations into practical team-based experiences that help leaders apply the C.E.O. Leadership Behaviors in how they lead, decide, collaborate, and deliver outcomes.
• Build approaches that support stronger team performance during moments of transformation, strategy execution, organizational change, and enterprise priority activation.
• Use stakeholder feedback, team insights, and business context to continuously improve team effectiveness solutions and ensure they remain relevant, practical, and tied to performance.

Drive Innovation, Digital Enablement, and Learning Experience

• Advance digital, virtual, AI-enabled, social, and in-flow learning approaches that improve scale, access, relevance, and application.
• Use emerging technology, modern learning science, behavioral science, and performance improvement principles to strengthen leadership outcomes.
• Partner with design, technology, operations, communications, and change teams to launch and scale strategic learning experiences with strong adoption and learner experience.

• Continuously evolve the portfolio to reflect changing business needs, workforce expectations, and the future of leadership in an AI-enabled enterprise.

Measure Portfolio Impact and Improve Effectiveness

• Define measures that link learner engagement, leadership effectiveness, behavior change, team performance, and business outcomes.
• Use analytics, portfolio insights, stakeholder feedback, and external benchmarks to guide continuous improvement and inform investment decisions.
• Track outcomes such as manager effectiveness, Director and Senior Director readiness, executive team effectiveness, coaching for performance quality.
• Translate insights into clear recommendations for senior stakeholders to improve portfolio focus, effectiveness, and enterprise impact.

People Management

• Lead and develop a team of two Directors and nine indirect reports, providing strategic direction, coaching, prioritization, and performance management for the broader portfolio team.

• Build a high-performing, inclusive team culture that strengthens collaboration, accountability, innovation, and enterprise impact.
• Build communities of practice and expert networks that share leading practices, accelerate adoption, and strengthen consistency across the enterprise.

• Model the leadership behaviors, talent practices, and ways of working expected across the portfolio.

Qualifications

Required

• Bachelor’s degree required.
• 12+ years of progressive experience in talent, leadership development, learning, organizational effectiveness, HR business partnership, culture transformation, HR strategy, or a related field.
• 10+ years leading enterprise-wide leadership capability, talent development, learning, or culture transformation with measurable impact.
• Experience partnering with senior business and HR leaders to translate business strategy, talent priorities, and organizational needs into practical leadership development and capability-building solutions.
• Experience building and scaling leadership development strategies within complex global organizations.
• Demonstrated ability to translate enterprise leadership expectations, business priorities, and talent needs into practical learning and capability-building solutions.
• Proven success influencing senior executives and enterprise stakeholders in a highly matrixed environment.
• Experience leading global teams and managing significant program investments, vendor relationships, and external partnerships.
• Strong strategic thinking, business acumen, change leadership, executive communication, and stakeholder management skills.
• Demonstrated ability to use data, feedback, and insights to measure outcomes, improve effectiveness, and inform decisions.
• Demonstrated ability to rapidly learn, evaluate, and adopt AI-enabled tools and modern ways of working to improve workflow effectiveness, learning experience, and business outcomes.

Preferred

• Master’s degree, MBA, MS, MA, or equivalent preferred.
• Experience operating in a global, matrixed organization with senior-level stakeholders.
• Experience managing leadership education partnerships, leadership assessment, coaching, team effectiveness, or enterprise leadership solutions.
• Experience using digital learning platforms, AI-enabled learning approaches, learning analytics, or behavior-change measurement to improve capability-building outcomes.

• Experience leading transformation, simplification, or portfolio optimization in a large enterprise environment.

Other

• Ability to travel domestically and internationally as business needs require.

Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act. 

Johnson & Johnson is committed to providing an interview process that is inclusive of our applicants’ needs. If you are an individual with a disability and would like to request an accommodation, please contact us via https://www.jnj.com/contact-us/careers or contact AskGS to be directed to your accommodation resource.

#LI-Hybrid

Required Skills:

Preferred Skills:

Coaching, Content Creation, Cultural Competence, Curriculum Development, Developing Others, Facilitation, HR Strategic Management, Inclusive Leadership, Instructional Design, Instructional Development, Leadership, Learning and Development (L&D), Learning Culture, New Program Development, Tactical Planning, Talent Management, Training Delivery Methods, Training Needs Analysis (TNA)

The anticipated base pay range for this position is :

$187,000.00 - $320,850.00

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

For additional general information on Company benefits, please go to: https://www.careers.jnj.com/employee-benefits