Product Director, Joining
Top focus
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. All Job Posting Locations: New Brunswick, New Jersey, United States of America Job Description: We are currently recruiting for a Product Director, Joining role based in New Brunswick, NJ location.
The Product Director , Join ing is accountable for the portfolio ‑ level outcomes, performance, and evolution of the Joining product line, from sourcing th rough onboarding and cross ‑ boarding . As t he Product Line Leader, this role owns p roduct strategy, roadmap prioritization, and value realization across Joining products, while leading and developing Product Managers and analysts , and serving as the primary point of accountability with senior HR and enterprise stakeholders.
Operating in a player/coach model, the Director also acts as the hands ‑ on Product Manager for a core Joining product and leads cross ‑ functional squads in partnership with HR COEs, Global Services, Digital, Data, and Delivery to drive aligned execution, adoption, and measurable business impact.
This role is the single point of accountability for product value — defining the experience, reimagining workflows, shaping the roadmap, and ensuring measurable impact across the employee lifecycle
Responsibilities
- Strategic & Product Leadership Own the product strategy and define the long ‑ term vision, roadmap
- governance model for the Joining product domain , anchored in enterprise HR vision and goals Translate enterprise needs, HR operating models
- workforce insights into cohesive end‑to‑end product experiences and scalable design patterns, including journeys, redesigned workflows, business rules, decision logic
- role ‑ based interactions Establish and track outcome‑based success metrics that measure product performance, data integrity, efficiency
- employee experience Own the business case for all Joining product investments , including value hypotheses, benefits realization
- 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.
- Pr ioritiz e investments using value, feasibility, risk, compliance
- experience impact, ensuring decisions are grounded in data and leading indicators Provide strategic direction and outcome accountability for discovery, design
- delivery across Joining products, in close partnership with Product Delivery, Experience Design, Data
- Engineering teams Represent the voice of key personas—employees, people managers, candidates
- HR partners—using continuous discovery to translate insights into prioritized product outcomes Own cross‑product prioritization and capacity trade‑offs across the Joining portfolio Hold final decision authority when product ‑ level priorities conflict Ensure investment decisions optimize enterprise value , not local or functional outcome s Cross Functional Leadership Partner with HR COEs, Experience Design, Global Experience Owners, Product Delivery and IT to drive delivery excellence, manage dependencies
- ensure successful execution of product initiatives Influence senior stakeholders on technology, data
- process implications—advising on risks, tradeoffs
- strategic investment priorities Represent your product domains in governance forums, enterprise planning cycles
- cross pillar product integration efforts People Leadership & Capability Building Coach and develop a team of product managers and analysts, elevating product craft, data fluency
- HR technology expertise Foster a culture of innovation by bringing market insights, product best practices and C.E.O. behaviors
- emerging HR technology trends into the strategy and design process Required Knowledge, Skills and Abilities : Required 10+ years of experience in product management, digital transformation
- HR technology roles within complex, matrixed organizations Demonstrated experience leading and developing people, including performance management, coaching
- capability building Proven success owning portfolio ‑ level product strategy, prioritization
- 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
- 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
- the business Experience managing HR products with a global mindset, navigating regulatory, cultural
- operational nuance Strong portfolio and delivery leadership, including managing cross ‑ functional teams, dependencies, ambiguity
- 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
- analytics to HR workflows Familiarity with talent acquisition 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.
- Required Minimum Education : Bachelor’s Degree in HR, Business, Services or related field 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