2017 Health for Humanity Report
Our People
Our People
Our People
GRI
Global Reporting Initiative
401-1
New employee hires and employee turnover
401-2
Benefits provided to full-time employees that are not provided to temporary or part-time employees
401-3
Parental leave
Our People

Attract & Recruit

GRI
Global Reporting Initiative
401-1
New employee hires and employee turnover
401-2
Benefits provided to full-time employees that are not provided to temporary or part-time employees
401-3
Parental leave

We view talent management as the foundation for keeping our organization healthy and innovative. Each employee contributes a unique set of experiences, skills and cultural backgrounds that enables us to better serve our diverse customers around the globe. In today's interconnected world, we must attract and recruit employees who are globally-minded, agile and adaptable. We recognize that this task is becoming increasingly challenging, with growing integration of labor markets and fierce competition for top-notch talent. However, we see such challenges as opportunities. We are leveraging technology so that we can meet candidates where they are and make the recruiting process a seamless experience not unlike what we’ve all come to expect in our daily lives as modern consumers. We are also committed to compensating our employees fairly and offering the kinds of benefits that deliver on the needs of today’s employee and their families.

Recruiting Talent

Led by our Vice President of Talent Acquisition, who also helms the team focused on elevating the entire experience of our people at Johnson & Johnson, the efforts to attract and recruit focus on devising innovative, data-driven and progressive ways to identify, assess, select, onboard and retain a globally diverse talent pipeline.

To help attract a diverse range of talent that meets the needs of our three differentiated business segments and enabling functions such as supply chain, we have an overarching global approach rooted in partnerships with professional organizations, and relationships with top universities and recent graduates. Across the world our executives frequently engage on campuses, by teaching courses or sharing insights and meeting the next generation of healthcare leaders. Our global approach is then tailored with specific strategies by each business segment because of the very different needs in our Consumer, Medical Devices and Pharmaceutical businesses. We consistently augment and extend our talent attraction efforts by leveraging cutting-edge digital platforms, social media and online engagements. As technology continues to shape how we engage with candidates, we anticipate the candidate experience will improve even more, with the process becoming more efficient and positive.

Employee Compensation

At Johnson & Johnson, we know that people join our Company to build a purpose-driven career that makes a difference; they are with us to deliver on the needs of those we serve and impact health outcomes for generations of people – from infants, to young families, and to the aging.

We understand compensation is a way to recognize the important work our employees do, and also serves as a critical tool in the successful execution of our corporate goals. We are committed to providing fair and adequate compensation and design our compensation programs based on the following principles:

• Competitiveness: We compare and benchmark our practices against appropriate peer companies so we can continue to attract, retain and motivate high-performing employees.
• Pay for Performance: Base salary increases, annual bonuses and grants of long-term incentives are tied to performance, including the performance of the individual and his or her specific business unit or function, as well as the overall performance of our Company.
• Accountability for Short- and Long-Term Performance: We structure performance-based compensation to reward an appropriate balance of short- and long-term financial and strategic business results, with an emphasis on managing the business for long-term results.
• Alignment to Shareholders’ Interests: We structure performance-based compensation to align the interests of our employees with the long-term interests of our shareholders.

We are committed to pay equity, including gender pay equity. We conduct pay equity analyses across functions and levels, review hiring and promotion processes and procedures to reduce any potential unconscious bias or structural barriers and embed equal pay efforts into broader enterprise-wide equity initiatives.

Employee Benefits

We are committed to investing in our employees with the same passion that they invest in changing the trajectory of health for humanity. To this end, we work hard to understand which benefits will help enrich their lives and those of their loved ones, starting with health and wellness and extending to retirement planning and finances.

Johnson & Johnson Family Benefits

In providing employee benefits around the world, we regularly compare the value delivered to that of our competitors and seek to rank in the upper half among these world-class companies. We assess this competitive view on a country-specific basis.

As of the end of 2017, we now offer a global standard for Parental Leave, where our employees across the globe—including countries like Brazil, China, India, Japan and the United Kingdom—are eligible to take a minimum of eight weeks' paid parental leave for birth or adoption. Related to that benefit, we also provide global breast milk shipping, with temperature-controlled delivery service for moms traveling on business.

We also provide a retirement plan or savings plan in most countries. Plan provisions may differ by country. They may also differ for union employees, who receive their benefits under collective bargaining agreements.

In the United States, Choices Benefits are provided annually to active salaried and non-union hourly employees, as well as regular and casual part-time employees who are scheduled to work 19 or more hours per week. Employees create a personalized benefit package for themselves and their eligible dependents. Following are the types of benefits provided in the Unites States:

  • Enhanced family adoption and fertility benefits and benefits for surrogacy and nursing mothers, born out of data-driven insights that family planning can be a stressful and often expensive proposition.
  • Support for parents of children with special needs including speech and occupational and physical therapies, as well as applied behavior analysis benefits for children with pervasive developmental disorders and developmental delays.
  • Enhanced military leave policy for employees activated as part of their National Guard or Reserve Component military service. To read more, visit this page.
  • Expanded sick time policy for meeting the needs of modern families and allowing for time off to care for family members.
  • More traditional benefits, including medical, dental, vision, tobacco cessation, flexible spending accounts, life, accident, employee assistance programs, auto and home insurance, disability coverage and commuter benefits.
  • Transgender-inclusive health insurance coverage and same-sex partner benefits aligned with the Human Rights Campaign’s Corporate Equality Index.

More information on our employee benefits can be found on our Careers website.

Our Performance

Table: Attract & Recruit, Our Performance
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* All percentages are based on employee headcount data from Human Resources Information Systems (HRIS). HRIS headcount methodology differs from that used for the headcount in the Annual Report/Form 10-K. HRIS data exclude employees on long-term disability, fixed-term employees, interns/co-ops/students, and newly acquired Abbott Medical Optics employees.

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