[Hiring] Senior Manager Leader Development @Johnson & Johnson Innovative Medicine

Role Description

Johnson & Johnson is hiring for a Senior Manager Leader Development – Shockwave Medical to join our team. The position is FULLY REMOTE and can sit anywhere in the US.

The Senior Leadership Development Manager leads the strategy, design, administration, and continuous improvement of a comprehensive leadership development curriculum for Regional Sales Directors (RSDs) and Area Vice Presidents (AVPs). The role translates commercial strategy and leadership expectations into practical development experiences that strengthen people leadership, coaching, business acumen, and field execution. Working closely with Sales leadership, Human Resources, Marketing, Commercial Excellence, and subject matter experts, this position identifies capability needs, develops curriculum, facilitates learning, and measures program impact.

The successful candidate will bring a strong understanding of adult learning, leadership development, and field sales dynamics. This person will establish a scalable, role-based development approach that supports leaders at key career stages and reinforces a consistent leadership culture.

Essential Job Functions

• Own the strategy, design, administration, and maintenance of role-based leadership learning paths for RSDs and AVPs, aligned with business priorities and leadership expectations.
• Conduct ongoing needs assessments using business priorities, performance trends, stakeholder input, learner feedback, and field observation to identify leadership capability gaps.
• Develop and deliver blended learning experiences, including instructor-led workshops, virtual sessions, self-paced learning, cohort-based programs, peer learning, and field application activities.
• Create and maintain leadership development content focused on coaching, talent development, performance leadership, strategic planning, business acumen, communication, change leadership, and cross-functional influence.
• Partner with Sales leadership and Human Resources to define role-specific competencies, development milestones, and success measures for current and emerging leaders.
• Establish structured onboarding and transition support for newly appointed RSDs and AVPs, including clear expectations, learning milestones, mentoring, and application-based development.
• Partner with Sales leadership and Human Resources to support succession planning and strengthen the pipeline of emerging sales leaders by identifying development priorities and aligning targeted development experiences to future leadership needs.
• Design practical tools, playbooks, assessments, and reinforcement resources that help leaders apply learning within their teams and business areas.
• Facilitate leadership programs and executive-level learning sessions with credibility, strong presence, and effective group engagement.
• Select, manage, and evaluate external vendors, facilitators, assessments, and leadership development resources as needed.
• Manage program logistics, communications, enrollment, completion tracking, and learning records through applicable learning platforms.
• Develop dashboards and regular reporting that measure participation, completion, learner experience, behavior change, and business impact; use insights to improve program effectiveness.
• Build and maintain strong relationships with field leaders and cross-functional partners to ensure programs remain relevant, scalable, and aligned with organizational needs.
• Stay current on leadership development practices, adult learning methods, and emerging learning technologies; incorporate appropriate innovations into the learning strategy.
• Establish leadership development governance, including an annual program roadmap, stakeholder review cadence, prioritization process, and standards for curriculum quality, consistency, and scalability.
• Manage the leadership development budget and execute programs on time, within scope, and within budget.
• Perform other related duties as assigned.

Qualifications

• Bachelor's degree in business, organizational development, education, human resources, or a related field required; advanced degree or leadership development certification preferred.
• 8+ years of progressive experience in leadership development, learning and development, sales training, commercial excellence, people leadership, or a related discipline, including experience leading complex, cross-functional development initiatives.
• Demonstrated experience designing, implementing, and evaluating leadership development curricula or learning journeys for sales leaders and senior commercial leaders.
• Strong knowledge of adult learning principles, instructional design, facilitation, coaching, and behavior-change strategies.
• Experience partnering with senior leaders to translate business needs into practical development solutions and measurable outcomes.
• Previous experience in medical device, life sciences, healthcare, or another regulated commercial environment preferred.
• Experience in field sales, sales management, or supporting a field-based commercial organization strongly preferred.
• Demonstrated ability to facilitate effectively with director- and vice president-level audiences, navigate challenging group dynamics, and provide constructive, credible coaching and feedback.
• Experience administering learning management systems and developing virtual or self-paced learning content preferred.
• Strong program and project management skills, including the ability to manage multiple priorities, stakeholders, vendors, timelines, and budgets.
• Analytical mindset with experience defining success measures, evaluating learner application and behavior change, assessing program effectiveness, and translating data into actionable recommendations.
• Excellent written, verbal, presentation, and interpersonal communication skills.
• Ability to work cross-functionally, lead through influence, and operate effectively in a fast-paced, evolving environment.
• Highly organized, results-driven, solution-oriented, and attentive to detail.
• Ability to travel up to 25%, depending on business needs and location of the individual.
• There may be continuous sitting for prolonged periods (more than 2 consecutive hours in an 8-hour day).

Requirements

• Actionable Insights
• Customer Feedback Management
• Sales Enablement Tools
• Training Policies

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