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Job Function:

Technology Product & Platform Management

Job Sub Function:

Multi-Family Technology Product & Platform Management

Job Category:

Professional

All Job Posting Locations:

New Brunswick, New Jersey, United States of America

Job Description:

We are currently recruiting for a Director, Business Solutions Leader – HR Systems role based in New Brunswick, New Jersey. Remote candidates will be considered on case by case basis.

Purpose

J&J HR has an ambitious Vision of digital-first, employee-centric workforce experiences that are simplified, personalized, and measurable. We are designing end-to-end journeys that use automation, data, and AI to orchestrate seamless support “in the flow of work,” freeing employees, people leaders, and HR to focus on higher‑impact moments that matter

 

As the Business Solutions Leader, HR Systems, you will be accountable for enabling end‑to‑end HR processes through scalable, compliant, and integrated systems, with primary accountability for Workday, Workday Recruiting, Cornerstone, and Employee Experience solutions

This role will be part of leadership squad of HR Product (Capability) leader, Process Owners and IT Leader, ensuring that HR strategies are translated into effective systems of work that deliver measurable business outcomes, high adoption, and an improved employee and manager experience.

The leader owns business solution design, platform optimization, and integrated delivery across the HR systems landscape, partnering closely with HR PO, HR Operations, Technology, and external vendors. Lead a team of 40-60 internal and external partners to design and deliver capabilities

HR Systems & Platform Ownership

• Own the business solution strategy and roadmap for core HR systems including Workday (Core HCM), Workday Recruiting, Cornerstone, and integrated HR services.
• Ensure HR processes are designed once and executed consistently through systems, minimizing manual work, workarounds, and fragmentation.
• Act as the business owner for HR system capabilities, ensuring alignment to HR strategy, regulatory requirements, and global operating models.

End‑to‑End Process Enablement

• Translate HR process and policy requirements into clear, scalable system designs across hire‑to‑retire, talent, learning, and workforce data domains.
• Partner with HR process owners to simplify, standardize, and digitize HR workflows before automating.
• Ensure system configurations enable global consistency with local flexibility, where required.

Integration & Ecosystem Management

• Accountable for seamless integration across HR platforms (e.g., payroll, identity, learning, analytics, service delivery tools).
• Ensure data flows are reliable, secure, and support reporting, analytics, and downstream business needs.
• Partner with Technology teams to align on architecture, integration patterns, and platform health.

Delivery

• Lead the intake, prioritization, and delivery of HR system enhancements and releases.
• Own business outcomes including adoption, cycle time reduction, employee experience improvements, and value realization.
• Ensure strong governance across demand, design decisions, and release management.

Stakeholder & Vendor Leadership

 

• Serve as a trusted advisor to HR Product managers and next level leadership, translating complex system and process topics into clear business implications.
• Manage strategic relationships with system vendors and implementation partners.
• Influence across HR,  IT, and Finance to balance speed, quality, cost, and risk.

 

Required

• Deep experience enabling HR processes through enterprise HR platforms, with strong hands‑on knowledge of Workday and adjacent HR systems.

• Proven ability to lead business solution design across complex, global HR environments.

• Strong understanding of HR operating models, global process design, and data structures.

• Demonstrated success influencing senior stakeholders across HR, Technology, and Operations.

• Experience leading work in matrixed, global organizations with multiple stakeholders.

• 7+ years of experience in business systems management, digital transformation, or HR technology roles within complex, matrixed organizations

• Leading global teams with cross functional competencies directly and indirectly

• Demonstrated experience leading and developing people, including performance management, coaching, and capability building

• Experience managing Integrated systems and processes in a global company, navigating regulatory, cultural, and operational nuance

• Strong solution architecture and delivery leadership, including managing cross‑functional teams, dependencies, ambiguity, and enterprise‑level risks

• Ability to clearly articulate ideas, concepts and technology to senior executives

• undefined

Preferred

• Experience applying AI, automation, or analytics to HR workflows
• Understanding HR Taxonomy of processes and workflows

 

Leadership Behaviors

• Outcome‑driven: Focuses on business impact, not just system delivery.
• Simplifier: Reduces complexity and drives standardization.
• Connector: Brings HR, Technology, and Operations together around shared outcomes.
• Change leader: Drives adoption and behavioral change, not just technical implementation.
• Systems thinker: Understands how platforms, processes, and data work together as an ecosystem.

Required Skills:

 

 

Preferred Skills:

Business Architecture, Business Process Design, Business Savvy, Computer Programming, Emerging Technologies, Human-Computer Interaction (HCI), Leadership, Organizational Change Management, Platform as a Service (PaaS), Product Knowledge, Program Management, Software Development Management, Strategic Change, Tactical Planning, Technical Credibility

 

 

The 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