General Summary

Reporting to the Chief Operating Officer, this job is part of the Senior Leadership Team and is responsible for the design, execution, and performance of human resource programs and policies. The Senior People Director, will provide direction and leadership of the organization’s People team.

Essential Duties and Responsibilities

• Lead the J&J People Team (15 employees/6 direct reports) in all aspects of Human Resources including Payroll, Compensation, Benefits, Talent, HRIS, and the People Business Partner Team responsible for employee and labor relations.
• Collaborate with senior business leadership to understand organizational goals and strategy and align people strategy to same.
• Plan, lead, develop, and implement all policies, processes, training, and People initiatives to support the organizations People compliance and strategic needs.
• Collaborate with global operations to meet operational needs. Ensure global contractual requirements are met related to People.
• Overseee the administration of all human resources programs including, but not limited to, compensation, benefits, employee/labor relations, disputes and investigations, performance and talent management, recognition and training and development
• Conduct research and analysis of organizational trends including review of reports and metrics.
• Monitor and ensure compliance with federal, state and local employment laws and regulations.
• Develop and implement the People budget.
• Develop, maintain and provide interpretation of company policies and procedures.
• Advise management on the proper handling of all reductions in labor and other business scenarios.
• Apply a robust knowledge of multiple disciplines, the business, and key drivers which impact departmental and cross-functional performance.
• Persuade managers and other colleagues to act while being guided by the organization's functional business plans.
• Identify and solve multi-dimensional, complex, operational, and organizational problems leveraging the appropriate resources within or outside the department.
• Significantly improves and changes existing methods, processes, and standards within job discipline.

Knowledge, Experience and Skill Requirements

• Understanding of Federal Acquisition Regulation (FAR), Service Contract Act, Labor Relations, Cost Accounting Standards (CAS), Davis Bacon Act, and other federal contracting regulations as it relates to People
• Proven experience managing global Human Resources in a global organization
• Proven ability to collaborate with government contracting teams to align HR policies with contractual requirements
• Ability to lead the exchange of sensitive, complicated, and difficult information, convey performance expectations, and handle problems
• Leadership skills to set, manage and achieve targets with a direct impact on multiple departments results within a function.
• Expert organizational skills and an advanced inquisitive mindset.

Work Experience

• 10 years Global HR Experience with Federal Government Contracting understanding.

Education, Licenses and Certification

Required:

• Bachelor’s Degree
• US Citizenship
• Ability to obtain security clearance

Preferred:

• Ability to obtain Secret clearance
• SPHR or SHRM-SCP

J&J Worldwide Services CBRE Government and Defense Business is thrilled at the opportunity for you to apply to one of our roles. The base salary range for this position is $172,500 to $287,500. This position may also be eligible for a wide range of competitive benefits that can include but not limited to: medical, well-being, financial planning and short-term incentives benefits.

This job description is subject to change by the employer as the needs of the employer and requirements of the job change.

We maintain a drug-free workplace and perform pre-employment substance abuse testing.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)