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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:
Raritan, New Jersey, United States of America
Job Description:
This is a remote/hybrid role available to the East Coast. While specific cities are listed in the Locations section for reference, please note that they are examples only and do not limit your application. We invite candidates from any location to apply.
The Senior Director, Acceleration Office leads the design and execution of an AI-first, end-to-end delivery model that ensures all $2B+ transformation programs operate at peak effectiveness and realize their timeline, cost, and value objectives. This role creates a single accountable engine for orchestrating workstreams, accelerating delivery, and maximizing measurable business impact from AI and automation.
Primary objectives. Unifying disparate workstreams into one orchestrated model is essential to unlock the full value of AI-enabled transformation: it reduces execution risk, shortens time-to-value, improves resource efficiency, and creates a repeatable playbook for future programs. The Senior Director provides the leadership and single-point accountability required to deliver those outcomes at scale.
Tasks/Duties/Responsibilities
AI First Operating Model
- Establish a unified, end-to-end delivery model that removes handoff friction and aligns program, technology, and business workstreams.
- Embed AI-first principles and automation into delivery practices so that decisions are data-driven and repeatable.
- Ensure consistent governance, portfolio-level visibility, and performance metrics across all major transformation programs.
- Prioritize and sequence the AI automation roadmap to deliver highest-value outcomes quickly and sustainably.
- Drive enterprise adoption and operationalization of new capabilities so value is captured and sustained.
Operational Excellence:
- Owns delivery design, program management standards, and portfolio metrics for all $2B+ transformations.
- Coordinates cross-functional teams (IT, data science, process owners, legal/compliance, HR, finance, operations) to ensure integrated execution.\
- Holds decision rights for delivery tradeoffs, prioritization of automation investments, and release sequencing within agreed governance.
- Escalates strategic risks and ensures alignment with executive sponsors and business unit leaders
Strategic alignment and value proposition
- Aligns transformation investments to strategic business priorities and measurable value drivers (revenue uplift, cost reduction, throughput, quality).
- Converts fragmented parallel initiatives into a cohesive orchestrated program that accelerates time-to-value and lowers program risk.
- Increases predictability of outcomes through standardized delivery playbooks, measurable KPIs, and a single source of truth for status and value capture.
- Key performance indicators:
- Portfolio on-time delivery rate against milestone baselines.
- Realized value vs. target (cost savings, revenue impact, productivity gains).
- Percent of prioritized automation roadmap delivered and adopted.
- Reduction in cross-workstream cycle time and handoff delays.
- Stakeholder satisfaction and adoption metrics across impacted business units
Risk mitigation and compliance
- Proactively identifies legal, regulatory, and data-governance exposures tied to AI/automation and coordinates mitigations.
- Maintains controlled change management to protect operational stability while accelerating capability rollout.
- Ensures clear accountability to avoid overlapping responsibilities and decision paralysis.
Talent & people management focus areas
- Competency framework: Define the “AI-ready” competency model (technical, data literacy, product thinking, governance, ethics, change capability).
- Sourcing & staffing: Create prioritized pipelines for critical roles, including internal mobility and external hiring strategies.
- Learning & development: Launch modular learning pathways (foundations, role-based technical tracks, leadership for AI) and measure completion and proficiency.
- Performance & reward: Align performance goals, promotion criteria, and incentives to AI/automation outcomes and value capture.
- Change leadership & coaching: Embed role-based change champions, coaching programs, and frontline enablement to accelerate adoption.
- Diversity & retention: Ensure diverse hiring for AI roles and active retention plans (career progression, mentorship, meaningful work) to preserve institutional knowledge.
- Succession & bench strength: Maintain a bench of ready successors and rotational assignments to reduce single-person risk.
Required Qualifications
- Deep expertise in program and portfolio management (governance, KPIs, RAIDs, risk escalation).
- Familiarity with modern delivery practices: Agile-at-scale, product management, DevOps/MLops, and automation engineering.
- Strong data literacy: ability to define metrics, interpret analytics, and use data to drive prioritization and decisions.
- Hands-on understanding of AI/ML lifecycle, automation technologies (RPA/orchestration), cloud platforms, and integration patterns.
- Supply Chain experience required with strong end to end process expertise. Experience: MD Supply Chain experience preferred.
- Strong analytical skills, with SAP or other major ERP implementation experience
- Proven leadership experience across functional boundaries with strong influence and negotiating skills is required
- Knowledge of enterprise architecture and development methodologies. Broadening understanding of current capabilities and limitations of existing systems.
- Excellent English verbal and written communication skills, including formal executive presentation skills is required
- Experience in working with multiple partners and priorities is required
- Ability to influence and lead senior leadership teams is required
- Experience leading and scaling multidisciplinary teams (program managers, product owners, data scientists, ML/ops, engineers, change leads).
- Strong track record in talent strategy: hiring, reskilling/upskilling, career-path design, performance management, and retention.
- 5 + years of people management experience
- 25% travel domestic and international
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 https://www.jnj.com/contact-us/careers . internal employees contact AskGS to be directed to your accommodation resource
The Company maintains highly competitive, performance-based compensation programs. Under current guidelines, this position is eligible for an annual performance bonus in accordance with the terms of the applicable plan. The annual performance bonus is a cash bonus intended to provide an incentive to achieve annual targeted results by rewarding for individual and the corporation’s performance over a calendar/performance year. Bonuses are awarded at the Company’s discretion on an individual basis.
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 :
$178,000.00 - $307,050.00
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
Additional information can be found through the link below.
Co-Ops and Intern Positions: Please use the following language:
Co-Ops/Interns are eligible to participate in Company sponsored employee medical benefits in accordance with the terms of the plan.
Co-Ops and Interns are eligible for the following sick time benefits: up to 40 hours per calendar year; for employees who reside in the State of Washington, up to 56 hours per calendar year.
Co-Ops and Interns are eligible to participate in the Company’s consolidated retirement plan (pension).
