Director, GSINC Change Management & Communications

Biopharma Asia; New Brunswick (NJ); On-site; USD 150,000 - 259,000; Full time

Job summary

Johnson & Johnson is seeking a Director, GSINC Change Management & Communications to lead enterprise change across a multi-year contracting transformation. You will shape readiness, communications, learning, and adoption across business groups and regions.

You will build sponsor enablement networks, own message architecture, and drive adoption metrics. The role requires 10+ years in change management and strong leadership in global programs.

Qualifications

• Bachelor’s degree or equivalent in organizational development, communications, business, change management, learning, human resources, strategy, psychology, marketing, or a related field.

Responsibilities

• Own the integrated GSINC change, communications, learning, readiness, and adoption strategy across the enterprise and implementation waves.
• Establish the change operating model, standards, decision rights, approval paths, planning cadence, quality controls, and evidence required for readiness and go-live decisions.
• Lead stakeholder segmentation, persona and journey analysis, change-impact assessments, organizational readiness, and cumulative-impact views across policy, process, template, technology, data, and governance changes.
• Validate affected populations, business scenarios, local constraints, and readiness risks with business leaders and end users before deployment.
• Equip EC sponsors, SteerCo, and business leaders with clear actions, messages, decision materials, talking points, and engagement moments.
• Build and operate networks of business leaders, ambassadors, change influencers, advisors, and SMEs with clear roles, cadence, tools, feedback routes, and measures of impact.
• Own message architecture, audience strategy, channels, communications calendar, approval workflow, campaigns, events, digital resources, and feedback loops.
• Translate consistent core messages into relevant, audience-specific communications for leaders, employees, contracting communities, and impacted external stakeholders.
• Own the learning and performance-support strategy, including role-based learning, training readiness, reinforcement, and sustainment.
• Define adoption and experience measures, use feedback and evidence to identify barriers, and drive targeted interventions that improve readiness and sustained use.
• Partner with PMO, workstreams, technology, business activation, and Value Realization to integrate change milestones, evidence, and interventions into the roadmap and deployment gates.
• Build and lead employees, matrixed resources, and external partners with clear outcomes, quality standards, coverage models, acceptance criteria, and knowledge-transfer requirements.

Skills

Stakeholder analysis

Change-impact assessment

Sponsor activation

Communications strategy

Learning strategy

Readiness

Adoption measurement

Reinforcement

Sustainment

Education

Bachelor’s degree or equivalent

Master’s degree preferred

Tools

Prosci/ACMP certification

Job description

At Johnson & Johnson,we believe health is everything. Our strength in healthcare innovation empowers us to build aworld where complex diseases are prevented, treated, and cured,where treatments are smarter and less invasive, andsolutions 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

Strategy & Corporate Development

Job Sub Function

Change Management

Job Category

Professional

All Job Posting Locations

New Brunswick, New Jersey, United States of America, Raritan, New Jersey, United States of America, Spring House, Pennsylvania, United States of America, Titusville, New Jersey, United States of America

Job Description

We are searching for the best talent for a Director, GSINC Change Management & Communications within the Global Simplification and Innovation in Contracting program, GSINC.

Do you seek big, complex, and ambiguous challenges? Are you passionate about helping people understand, adopt, and sustain enterprise change? Do you want to shape how leaders, employees, business partners, and contracting communities experience a multi-year transformation?

GSINC is building an integrated, AI-enabled contracting capability designed to make contracting faster, simpler, more consistent, and more valuable to the enterprise. The program brings together process, policy, templates, technology, data, and intelligence to establish a scalable contracting foundation across Johnson & Johnson.

Purpose

The Director, GSINC Change Management & Communications is the enterprise change, communications, and adoption leader for this transformation. Reporting through the GSINC Transformation Office, the role converts the enterprise contracting strategy into coordinated readiness, communications, learning, activation, and sustainment across business groups, functions, regions, contracting communities, and impacted external stakeholders.

The Director leads the change and communications team and assigned partner resources, equips executive sponsors and business leaders to lead the change, and integrates stakeholder impact, communications, learning, readiness, and adoption into implementation. Workstream and business leaders retain accountability for functional decisions and outcomes; this role owns the enterprise change approach, stakeholder experience, adoption strategy, and quality of change and communications delivery.

You will be responsible for:

Enterprise Change Strategy and Governance

• Own the integrated GSINC change, communications, learning, readiness, and adoption strategy across the enterprise and implementation waves.
• Establish the change operating model, standards, decision rights, approval paths, planning cadence, quality controls, and evidence required for readiness and go-live decisions.

Stakeholder Impact and Readiness

• Lead stakeholder segmentation, persona and journey analysis, change-impact assessments, organizational readiness, and cumulative-impact views across policy, process, template, technology, data, and governance changes.
• Validate affected populations, business scenarios, local constraints, and readiness risks with business leaders and end users before deployment.

Sponsor Enablement and Enterprise Activation

• Equip EC sponsors, SteerCo, and business leaders with clear actions, messages, decision materials, talking points, and engagement moments.
• Build and operate networks of business leaders, ambassadors, change influencers, advisors, and SMEs with clear roles, cadence, tools, feedback routes, and measures of impact.

Communications and Engagement

• Own message architecture, audience strategy, channels, communications calendar, approval workflow, campaigns, events, digital resources, and feedback loops.
• Translate consistent core messages into relevant, audience-specific communications for leaders, employees, contracting communities, and impacted external stakeholders.

Learning, Adoption, and Experience

• Own the learning and performance-support strategy, including role-based learning, training readiness, reinforcement, and sustainment.
• Define adoption and experience measures, use feedback and evidence to identify barriers, and drive targeted interventions that improve readiness and sustained use.

Deployment Integration and Team Leadership

• Partner with PMO, workstreams, technology, business activation, and Value Realization to integrate change milestones, evidence, and interventions into the roadmap and deployment gates.
• Build and lead employees, matrixed resources, and external partners with clear outcomes, quality standards, coverage models, acceptance criteria, and knowledge-transfer requirements.

Qualifications/Requirements

• Bachelor’s degree or equivalent in organizational development, communications, business, change management, learning, human resources, strategy, psychology, marketing, or a related field.
• At least 10 years of relevant experience in enterprise change management, strategic communications, organizational transformation, learning, stakeholder engagement, adoption, business readiness, or related roles.
• Proven experience leading change and communications for complex, global, multi-year business and technology transformations.
• Strong knowledge of stakeholder analysis, change-impact assessment, sponsor activation, communications strategy, learning, readiness, adoption measurement, reinforcement, and sustainment.
• Demonstrated ability to influence senior leaders, translate complexity into clear messages and actions, and lead through a global matrix.
• Experience leading employees, matrixed global teams, and external partners; up to 15% travel may be required.
• Master’s degree or advanced education in organizational development, business administration, communications, change leadership, learning, strategy, or a related field preferred.
• Experience supporting an executive-sponsored transformation and preparing decision materials, leader briefings, talking points, and audience-specific cascades preferred.
• Experience building business-leader, ambassador, change-influencer, advisor, and SME networks preferred.
• Certification in a recognized change-management method such as Prosci or ACMP preferred.
• Familiarity with contracting, legal and procurement operating models, technology deployment, data and AI-enabled transformation, design thinking, journeys, and adoption analytics preferred.

Leadership Capabilities

Human-centered transformation

Grounds enterprise change in stakeholder impacts, business scenarios, journeys, and real adoption barriers.

Sponsor and leader enablement

Equips leaders to communicate, make decisions, reinforce expectations, and visibly lead the change.

Integrated change leadership

Connects communications, learning, readiness, adoption, experience, and sustainment with delivery.

Clear communication

Turns complex transformation content into concise, credible, audience-relevant messages and actions.

Evidence-based adoption

Uses readiness, participation, feedback, behavior, and outcome evidence to target interventions.

People and partner leadership

Builds capability, develops talent, and holds internal and external resources accountable for quality and outcomes.

This description is not intended to be a comprehensive list of responsibilities. Other duties may be assigned based on business needs.

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 email the Employee Health Support Center ([e-mail]) or contact AskGS to be directed to your accommodation resource.

Preferred Skills

Alliance Formation, Business Alignment, Business Case Modeling, Business Model Innovation, Change Management, Communications Measurement, Financial Modeling, Impact Reporting, Mentorship, Organizational Change Management, Self-Awareness, Stakeholder Engagement, Strategic Change, Strategic Thinking, Tactical Planning, Technical Credibility, Training People

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

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