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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:

Technology Product & Platform Management

Job Sub Function:

Intelligent Automation Engineering

Job Category:

People Leader

All Job Posting Locations:

New Brunswick, New Jersey, United States of America

Job 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.

Key Accountabilities

1. Business Process Architecture |

·   Act as the business architecture leader for HR flow of work, translating strategy and operating-model intent into executable, end-to-end designs.

·   Create and maintain future-state blueprints that define process flows, decision points, roles, controls, system handoffs, data requirements, and experience patterns.

·   Define the maturity path for priority processes, progressing from manual work to automated, AI-assisted, and increasingly autonomous experiences where appropriate.

·   Ensure architecture decisions simplify work, reduce fragmentation, clarify accountability, and remain operationally viable and policy compliant.

2. Enterprise AI Enablement and Automation Strategy  |

·   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.

3. End-to-End Workflow and Employee Experience Design  |

·   Own the design of employee-centric workflows across HR domains, systems, teams, and channels, using personas and journeys to anchor design choices.

·   Design seamless experiences that minimize handoffs, eliminate avoidable rework, and deliver support in the flow of work.

·   Establish experience and workflow-design standards, reusable patterns, artifacts, templates, and playbooks.

·   Ensure pr…