Senior Manager, Talent Sourcing - MedTech

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions 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 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: Human Resources Job Sub Function: Talent Acquisition Job Category: People Leader All Job Posting Locations: New Brunswick, New Jersey, United States of America, Tampa, Florida, United States of America Job Description: We are currently searching for the best talent for Senior Manager, Talent Sourcing to be located in New Brunswick, NJ, Tampa, FL, Bogota, Colombia or Prague, Philippines. Please note that this role is available across multiple countries and may be posted under different requisition numbers to comply with local requirements. While you are welcome to apply to any or all of the postings, we recommend focusing on the specific country(s) that align with your preferred location(s): Bogota, Colombia - Requisition Number: R-091563 Prague, Philippines - Requisition Number: R-091565 Remember, whether you apply to one or all of these requisition numbers, your applications will be considered as a single submission. Purpose : Johnson & Johnson is seeking a visionary and strategically minded Senior Manager, Talent Sourcing Strategy & Intelligence to lead the evolution of talent sourcing across our MedTech and Enterprise Functions businesses. This role will serve as a catalyst for innovation, leveraging talent intelligence, AI-powered sourcing capabilities, market insights, and digital talent engagement strategies to accelerate access to world-class talent globally. Leading a distributed team of Talent Sourcing Managers, Leads, and Sourcing Partners, this individual will redefine sourcing as a strategic business capability, creating competitive advantage through proactive talent segmentation, predictive workforce insights, and scalable talent communities. The leader will drive the adoption of innovative sourcing technologies, talent relationship management strategies, and data-driven decision making to deliver measurable business outcomes. As a trusted advisor to senior Talent Acquisition and business leaders, this role will translate workforce planning priorities and future skill requirements into forward-looking sourcing strategies that strengthen talent pipelines, improve organizational agility, and position Johnson & Johnson to win in increasingly competitive talent markets. Key Responsibilities Strategic Talent Intelligence & Workforce Advisory Serve as a strategic consultant and trusted advisor to Talent Acquisition and business leaders by transforming talent market insights into actionable workforce strategies. Anticipate emerging skill demands, labor market shifts, and competitive talent trends to proactively shape talent acquisition priorities. Leverage talent intelligence, workforce analytics, and predictive insights to influence hiring strategies and long-term workforce planning decisions. Position sourcing as a strategic enabler of enterprise growth through proactive pipeline development, talent segmentation, and talent ecosystem mapping. Digital Innovation & Sourcing Excellence Lead the digital transformation of talent sourcing by integrating AI, automation, data analytics, and emerging technologies into sourcing workflows and talent engagement strategies. Drive innovation in talent discovery, candidate engagement, pipeline management, and talent relationship marketing through advanced sourcing platforms and digital solutions. Champion experimentation and continuous improvement by evaluating and implementing next-generation sourcing technologies, tools, and methodologies. Create scalable sourcing frameworks that improve productivity, candidate quality, speed-to-hire, and business impact. Global Talent Strategy & Pipeline Development Develop and execute global sourcing strategies for critical, niche, and future-focused skill segments across MedTech and Enterprise Functions. Build sustainable talent ecosystems and talent communities that create long-term access to diverse, highly specialized, and difficult-to-find talent. Partner across regions to develop innovative approaches that strengthen pipeline health and improve talent availability in priority markets. Ensure strategic alignment between sourcing activities, workforce planning priorities, inclusive objectives, and business growth initiatives. Stakeholder Influence & Business Partnership Build and maintain influential relationships with senior executives, Talent Acquisition leaders, HR partners, and key business stakeholders. Translate complex talent market data into compelling insights and recommendations that drive informed business decisions. Provide thought leadership on talent availability, competitive intelligence, talent risks, and emerging workforce trends. Influence enterprise talent strategies through a consultative and data-driven approach that aligns talent investments with business needs. Analytics, Talent Intelligence & Business Impact Establish a performance culture grounded in measurable outcomes, accountability, and continuous optimization. Define and monitor strategic sourcing KPIs, pipeline health indicators, productivity metrics, and return-on-investment measures. Utilize analytics and talent intelligence to identify opportunities, optimize investments, and improve sourcing effectiveness. Deliver actionable reporting and executive-level insights that demonstrate sourcing's contribution to business success. Leadership & Organizational Capability Building Lead, inspire, and develop a high-performing global team through coaching, mentorship, capability development, and strategic leadership. Foster a culture of innovation, agility, inclusion, experimentation, and continuous learning. Build future-ready sourcing capabilities by advancing skills in talent intelligence, AI, digital sourcing, and consultative business partnership. Create an environment that empowers teams to challenge conventional approaches and deliver breakthrough talent outcomes. Leadership Profile Strategic thinker with a future-focused mindset. Data-driven decision maker who translates insights into action. Innovative leader who embraces technology and continuous transformation. Enterprise-minded collaborator who influences across functions and geographies. Talent builder committed to developing high-performing teams and future leaders. Strategic Focus Transform talent sourcing into a strategic differentiator for Johnson & Johnson by leveraging AI, talent intelligence, digital innovation, and workforce insights to build scalable pipelines of future-ready talent, accelerate hiring outcomes, and create sustainable competitive advantage across MedTech and Enterprise Functions. Qualifications Required Bachelor's Degree required. Minimum of 8 years of progressive experience in Talent Acquisition, Talent Intelligence, Executive Search, Workforce Planning, or Human Resources, including at least 3 years leading strategic sourcing initiatives. Demonstrated success leading and developing high-performing global teams. Proven ability to develop and execute enterprise-wide sourcing strategies aligned to business priorities. Strong consulting, influence, stakeholder management, and executive communication capabilities. Experience leveraging talent intelligence, labor market analytics, workforce insights, and data-driven decision making. Strong analytical, strategic thinking, and problem-solving capabilities. Demonstrated success building proactive talent communities, pipeline strategies, and scalable sourcing programs. Experience utilizing applicant tracking systems, CRM/TRM platforms, talent intelligence solutions, and advanced sourcing technologies. Preferred Demonstrated proficiency leveraging AI and automation technologies to improve talent acquisition effectiveness and operational efficiency. Experience within Medical Device, Healthcare, Technology, Life Sciences, Executive Search, or Financial Services organizations. Experience leading global teams in matrixed and highly complex environments. Experience driving digital transformation or innovation initiatives within Talent Acquisition or Human Resources. Strong change management, program leadership, and organizational transformation experience. 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, external applicants please contact us via , internal employees contact AskGS to be directed to your accommodation resource. #LI-Hybrid Required Skills: Preferred Skills: The anticipated base pay range for this position is : $122,000.00 - $212,750.00 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: -