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Senior Manager, Supply Chain Leadership Development – GOLD Program

July 23, 2026

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 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 Project/Program Management Group Job Sub Function Project/Program Management Job Category Professional All Job Posting Locations: Horsham, Pennsylvania, United States of America, New Brunswick, New Jersey, United States of America, Raritan, New Jersey, United States of America, Titusville, New Jersey, United States of America Job Description Reporting to the Director, Supply Chain Leadership Development, the Senior Manager, Supply Chain Leadership Development – GOLD Program is responsible for the strategic leadership, governance, long-term evolution, and overall performance of the GOLD Program. This position is located in New Brunswick, NJ; Raritan, NJ; Titusville, NJ; or Horsham, PA. This role serves as the primary global leader for GOLD and is accountable for program strategy, governance, stakeholder engagement, workforce planning, development architecture, program outcomes, and continuous improvement. The role leads the GOLD Program Office team, providing direction, prioritization, oversight, and escalation support while ensuring operational excellence, participant experience, and program outcomes are delivered at a best-in-class level. This is a highly visible global leadership role requiring extensive partnership with Executive Sponsors, Program Champions, Supply Chain leaders, Human Resources, Talent Acquisition, Finance, Global Mobility, Learning & Development partners, external vendors, and other key stakeholders to ensure the program continues to deliver exceptional participant experiences while evolving to meet future business and talent needs. About Johnson & Johnson Supply Chain Johnson & Johnson Supply Chain plays a critical role in enabling growth, innovation, reliability, and end-to-end value delivery across Johnson & Johnson. The Supply Chain organization continues to focus on becoming a competitive advantage and growth enabler by driving growth for customers and J&J, reimagining innovation of products, services, and experiences, and partnering end-to-end across Supply Chain, J&J, and external networks to build new models and initiatives for the enterprise. About Supply Chain Leadership Development The Supply Chain Leadership Development organization is focused on accelerating talent faster through a coordinated pathway of supply chain leadership programs and experiences. These programs are designed to build a robust pipeline of J&J Supply Chain leaders across career stages, including early-in-career talent through GOLD, emerging leader talent through STAR, and senior leadership talent through PLDP and Compass EQLD. The Global Operations Leadership Development (GOLD) Program is Johnson & Johnson Supply Chain’s premier early-career leadership development program. GOLD is designed to attract, retain, develop, and accelerate future Supply Chain leaders through a global rotational experience, structured curriculum, leadership development experiences, coaching, and business exposure across Johnson & Johnson’s global supply chain. Program Strategy, Governance & Transformation <ul><li>Responsible for the strategic planning, implementation and evolution of the Global Operations Leadership Development Program. </li><li>Own and continuously evolve the long-term strategy, governance framework, and operating model for the Global Operations Leadership Development Program to ensure alignment with Johnson & Johnson Supply Chain talent priorities and future leadership capability needs.</li><li>Serve as the primary global point of accountability for program performance, strategic direction, governance, and continuous improvement.</li><li>Translate enterprise, sector, and functional talent requirements into future-state program objectives, priorities, and initiatives.</li><li>Drive execution of multi-year program strategies, transformation roadmaps, and future-state operating models.</li><li>Establish and maintain program policies, governance structures, decision-making frameworks, and stakeholder engagement mechanisms.</li><li>Evaluate external market trends, leadership development best practices, benchmarking insights, and emerging talent strategies to maintain a best-in-class program.</li><li>Develop executive-level recommendations, strategic updates, and business cases supporting future program investment and evolution.</li><li>Ensure the GOLD Program continues to serve as a differentiated leadership pipeline for Johnson & Johnson Supply Chain. </li></ul>Global Program Operations, Rotations & Placement <ul><li> Provide oversight, governance, prioritization, and escalation support for operational execution performed by the GOLD Program Office team.</li><li> Ensure effective execution of rotational assignments, associate transitions, onboarding activities, final placement processes, and participant lifecycle management.</li><li> Maintain visibility into operational performance and participant experience while partnering with the Program Office team to drive execution excellence.</li><li> Serve as the senior escalation point for associate, manager, Program Champion, and stakeholder challenges.</li><li> Ensure execution processes remain scalable, efficient, compliant, and globally consistent while allowing for regional nuance where appropriate.</li><li> Drive continuous improvement of operational processes through standardization, automation, process redesign, and performance measurement. </li></ul>Stakeholder, Sponsor & HR Partnership <ul><li> Build and maintain strong partnerships with Executive Sponsors, Program Champions, senior leaders, HR partners, Talent Acquisition, and key business stakeholders.</li><li> Influence and align stakeholders around program priorities, strategic initiatives, talent development objectives, and workforce planning decisions.</li><li> Partner with senior leaders and HR to ensure long-term talent pipeline needs are reflected in program strategy and planning.</li><li> Lead governance forums, stakeholder communications, program reviews, and strategic planning discussions.</li><li> Represent GOLD within leadership forums, talent discussions, workforce planning conversations, and cross-functional initiatives.</li><li> Provide strategic consultation and guidance to stakeholders regarding participant experience, performance management, talent development, and final placement planning. </li></ul>Leadership Development, Curriculum & Associate Experience <ul><li> Own the overall leadership development philosophy, development architecture, and participant experience strategy for GOLD.</li><li> Ensure curriculum, development experiences, coaching approaches, virtual learning, residencies, and applied learning opportunities align to future leadership capability requirements.</li><li> Partner with internal and external development experts, learning partners, and vendors to maintain a world-class participant experience.</li><li> Evaluate educational effectiveness and development outcomes, leveraging data and stakeholder feedback to drive continuous improvement.</li><li> Ensure development strategies support both participant growth and future business capability needs. </li></ul>Recruitment, Workforce Planning & Talent Pipeline <ul><li> Own global workforce planning and talent pipeline strategy for GOLD.</li><li> Partner with Program Champions, HR, Talent Acquisition, and business leaders to secure annual headcount commitments and future talent pipeline needs.</li><li> Govern recruitment strategy, hiring approach, candidate assessment processes, and onboarding strategy.</li><li> Ensure recruiting efforts continue to attract high-caliber and diverse early-career talent globally.</li><li> Partner with educational institutions, talent acquisition teams, and business stakeholders to strengthen future talent pipelines. </li></ul>People Leadership & Team Effectiveness <ul><li> Lead, coach, and develop members of the GOLD Program Office team.</li><li> Establish team priorities, resource allocation strategies, accountability structures, and performance expectations.</li><li> Develop capabilities across the Program Office team to ensure sustainable operational excellence and future scalability.</li><li> Foster a high-performing, collaborative, inclusive, and continuous-improvement-oriented culture.</li><li> Build succession plans, organizational capability, and operating models that position the team for long-term success. </li></ul>Financial, Vendor & Resource Management <ul><li> Provide budget stewardship and financial governance for the GOLD Program and associated development activities.</li><li> Oversee vendor strategy, selection, relationship management, and performance evaluation.</li><li> Partner with Procurement, Finance, external vendors, and learning providers to ensure effective utilization of program resources.</li><li> Evaluate program investments and resource allocation decisions to maximize participant and business value.</li><li> Ensure financial decisions support strategic priorities and long-term program sustainability. </li></ul>Alumni, Network & Long-Term Talent Outcomes <ul><li> Establish and maintain a global alumni engagement strategy that strengthens long-term talent outcomes and organizational connectivity.</li><li> Partner with alumni, Program Champions, senior leaders, and HR to support ongoing talent visibility, development, networking, and retention.</li><li> Leverage alumni outcomes and insights to guide program evolution, development priorities, and talent strategy.</li><li> Create opportunities for alumni engagement through mentoring, curriculum contributions, recruitment support, networking, and leadership involvement. </li></ul>Qualifications Education <ul><li> A minimum of a Bachelor’s Degree is required.</li><li> Degree concentration in Supply Chain, Business, Engineering, Human Resources, Organizational Development, Education, Leadership Development, or a related field is preferred.</li><li> Advanced degree preferred.</li><li> Certification or formal training in leadership development, coaching, adult learning, project management, Lean/Six Sigma, or related disciplines preferred. </li></ul>Experience And Skills Required <ul><li> 8-10 years of progressive experience in Supply Chain, Leadership Development, Talent Development, Human Resources, Program Management, Operations, or related business function.</li><li> Demonstrated ability to build and execute long-term strategic change while maintaining operational excellence.</li><li> Experience leading complex, global, cross-functional programs within a matrixed organization.</li><li> Experience partnering with senior leaders, HR, Talent Acquisition, Finance, and business stakeholders across multiple functions and regions.</li><li> Strong understanding of Supply Chain organizations, talent development, and leadership capability needs.</li><li> Experience managing complex stakeholder networks and influencing senior leaders without direct authority.</li><li> Strong program management, strategic planning, governance, and continuous improvement skills.</li><li> Ability to communicate effectively and influence all levels of the organization, including executive leadership.</li><li> Strong analytical, diagnostic, and problem-solving capabilities.</li><li> Demonstrated ability to lead organizational change and strategic transformation initiatives.</li><li> Strong executive communication, facilitation, presentation, and storytelling skills.</li><li> Proven people leadership experience, including coaching and developing talent. </li></ul>Preferred <ul><li> Experience leading leadership development programs, rotational programs, talent acceleration programs, or enterprise development initiatives.</li><li> A graduate of the GOLD program</li><li> Experience with Learning Management Systems, leadership development vendors, and learning technologies.</li><li> Experience in workforce planning, recruitment strategy, onboarding, or talent pipeline development.</li><li> Experience using data, assessments, feedback, and talent analytics to drive program decisions.</li><li> Prior experience within Johnson & Johnson Supply Chain, MedTech, Innovative Medicine, Quality, Operations, or similar global environments.</li><li> Experience working globally across multiple cultures and regions.</li><li> Coaching certification, leadership development certification, or equivalent professional credential. </li></ul>If you are under 18 years of age, you (the candidate) may need to obtain the necessary working papers or other documentation required by state law to start the assignment, as well as get a parent’s consent for the background check. 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. Required Skills Preferred Skills: Agile Decision Making, Agility Jumps, Analytics Insights, Business Alignment, Continuous Improvement, Cross-Functional Collaboration, Leadership, Organizational Project Management, Organizing, Program Management, Project Management Methodology (PMM), Project Management Office (PMO), Project Management Tools, Project Reporting, Statement of Work (SOW), Technical Credibility 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)). Benefits 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: -

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

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When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...