[Hiring] Director, AI enablement and Business process architecture @Johnson & Johnson Innovative Medicine

Role 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.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Information Technology, Computer Science, Engineering, Systems Design, or a related field.
• Minimum of 7+ years of progressive experience in digital transformation, automation, business architecture, workflow or process design, or workforce experience.
• Demonstrated experience developing and executing enterprise AI, automation, or digital transformation strategies in a large, complex, global organization.
• Hands-on leadership experience with one or more of the following: generative AI, conversational AI, machine learning, intelligent automation, robotic process automation, or workflow orchestration.
• Understanding of HR operating models, service delivery, and employee lifecycle journeys, including Hire-to-Retire experiences.
• Proven ability to design end-to-end experiences across multiple systems, teams, functions, and geographies.
• Experience leading global teams directly and through influence, including coaching, performance management, and capability building.
• Experience managing product or transformation roadmaps, prioritization, implementation, adoption, and value realization.
• Executive-level communication, stakeholder management, change leadership, strategic planning, and the ability to translate ambiguity into clear, structured decisions and designs.

Requirements

• 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.
• Own the design of employee-centric workflows across HR domains, systems, teams, and channels, using personas and journeys to anchor design choices.
• Lead cross-functional teams in moving priority AI and automation opportunities from discovery and design through implementation, adoption, and continuous improvement.
• Establish governance frameworks for responsible, ethical, compliant, secure, and transparent use of AI across HR processes and platforms.
• Define and track key performance indicators, value-realization measures, employee-experience outcomes, adoption signals, and operational metrics.
• Lead, develop, and inspire a global, cross-functional team spanning AI enablement, automation, business architecture, workflow design, and related capabilities.

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 period
• Volunteer Leave – 32 hours per calendar year
• Military Spouse Time-Off – 80 hours per calendar year