B A L A N C I N G M O B I L I T Y O B J E C T I V E S : TA L E N T V S. B U S I N E S S N E E D S

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1 B A L A N C I N G M O B I L I T Y O B J E C T I V E S : TA L E N T V S. B U S I N E S S N E E D S L a u r a R o d r i g u e z G l o b a l D i r e c t o r, Ta l e n t M o b i l i t y J o h n s o n & J o h n s o n 1

2 T O D AY S P R E S E N TAT I O N SHARE HOW JOHNSON & JOHNSON APPROACHES BALANCING BUSINESS AND TALENT NEEDS FOR INTL. MOVES KEY AREAS OF FOCUS FOR OUR MOBILITY PROGRAM SERVICE DELIVERY MODEL & SERVICES MANAGING THE FACTORS THAT DELIVER BALANCE TOOLS / METHODOLOGIES THAT SUPPORT OUR PROCESS ALLOW TIME FOR QUESTIONS AT CLOSE 2

3 H O W C O N V E R S A N T A R E Y O U W I T H I N T E R N AT I O N A L M O B I L I T Y? A. Have worked in Mobility space, have considerable experience B. Have moved my fair share of talent, good understanding of logistics & challenges C. Understand the basic components, with no/little experience moving int l. talent D. No background, Mobility is new for me 3

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5 J O H N S O N & J O H N S O N S G L O B A L P R E S E N C E Global Leader in Health Care More than 275 Operating Companies in more than 60 countries Selling Products in over 175 Countries Approximately 122,000 Employees Worldwide Intl. Talent Moves in over 230 unique home/host country combinations 4

6 B A L A N C I N G M O B I L I T Y O B J E C T I V E S : A S Y S T E M S V I E W BUSINESS STRATEGY OUTCOMES, METRICS & ANALYTICS TALENT STRATEGY MOBILITY PLANNING & GOVERNANCE SERVICE MODEL POLICY FRAMEWORK 5

7 M O B I L I T Y S K E Y A R E A S O F F O C U S STRATEGY ENABLEMENT DELIVERY SHAPE DIFFERENTIATED INVESTMENT IN THE TALENT PORTFOLIO ASPIRATION DEVELOP TODAY AND TOMORROW S LEADERS PROMOTE DIVERSE WORK EXPERIENCES FOR CAREER DEVELOPMENT, GLOBALLY ASPIRATION PROVIDE BROADER ACCESS AND TRANSPARENCY TO GLOBAL OPPORTUNITIES PROVIDE EXCELLENT CUSTOMER EXPERIENCES ASPIRATION UTILIZE TECHNOLOGY TO DELIGHT CUSTOMER STREAMLINED / STANDARDIZED ENTERPRISE PROCESSES CUSTOMER Business CUSTOMER HRBP, Employee CUSTOMER Mobile Employee 6

8 O U R H Y B R I D S E R V I C E M O D E L Advisory Services MOBILITY ADVISORY Talent Mobility Strategy & Services Integration Tax, Policy & Compliance Mobility Center of Excellence IDP & DAS SUPPORT Mobility Logistical Services HELP LINE EMPLOYEE SUPPORT MOBILITY CENTER OF EXCELLENCE (COE) CENTRALIZED ENTERPRISE GOVERNANCE FOR STRATEGY, POLICY, TECHNOLOGY, VENDOR & SERVICES MANAGEMENT & ANALYTICS ENSURES PROGRAM DUTY OF CARE & COMPLIANCE MANAGEMENT OF OUTSOURCED US DOMESTIC RELOCATION ADVISORY SERVICES STRATEGIC PARTNER TO HR & BUSINESS MGR. STRATEGIC PLANNING & ADVISORY ANALYTICS: COMPLEX ASSIGNMENT STRUCTURING IDP PROGRAM + DAS SUPPORT GOALS & OUTCOMES SUPPORT ASSIGNMENTS INTENDED TO ACCELERATE TARGET JOB FOR DIR 1 LEVEL & BELOW MANAGE IDP PROGRAM 25 J&J STAFF LOCATED ACROSS 3 REGIONS REPORTING TO TALENT MANAGEMENT LOGISTICAL SERVICES (RELOC. MNGMT VENDOR) HELPLINE FOR MGR & HR: RELOCATION MGMT CONSULTANT: POLICY GUIDANCE CASE INTAKE & INITIATION COST ESTIMATES TALENT MOVE APPROVALS TRIAGE QUESTIONS LOGISTICAL EMPLOYEE SUPPORT INTL. ASSIGNMENT CONSULTANT EXCEPTION MANAGEMENT LIAISON FOR INTERNAL & EXTERNAL PROCESS PARTNERS 7

9 A N E T W O R K O F S E R V I C E V E N D O R P A R T N E R S W I T H S P E C I A L I Z E D E X P E R T I S E Tax Services Immigration Services Relocation Services Assignee Facing Services Expat Data & Technology Duty of Care TAX STRATEGY & COUNSEL HOME/HOST TAX FILING LTI & TRAILING LIABILITIES SOCIAL BENEFITS & PENSION WORK PERMITS VISAS RENEWALS LEGAL COUNSEL PE ASSESSMENT TRAVEL & EXPENSE MOVERS INSURANCE HOUSING HOME SALE & PURCHASE COST ESTIMATES EMPLOYEE ORIENTATION SUPPORT TO EMPLOYEE & FAMILY PROCESS ORIENTATION BALANCE SHEET REVIEW INTERFACE ON SERVICES ESCALATION DESTINATION SERVICES MARKET DATA COST ESTIMATES PAYROLL INSTRUCTION METRICS & REPORTING SUPPLIER INTEGRATION CONSULTING TOOLS ANALYTICS, PORTALS & SURVEYS SECURITY & SAFETY EMERGENCY MGMNT. VENDOR CONTRACTS SOX, BUSINESS SOPS DATA PRIVACY AUDIT SVCS. STAKEHOLDER COMM S 8

10 M O B I L I T Y S I N T E R N A L PA R T N E R N E T W O R K TALENT MOBILITY CORP INTL. BENEFITS COUNTRY PAYROLLS HR BUSINESS PARTNERS HR OPERATIONS HR IT GLOBAL SECURITY BUSINESS LEADERS TOTAL REWARDS FINANCE PROCUREMENT TALENT MANAGEMENT TALENT ACQUISITION CORPORATE TAX CORPORATE LEGAL ACHIEVING THE RIGHT BALANCE REQUIRES STRONG RELATIONSHIPS WITH BUSINESS LEADERS, SECTOR & REGIONAL HR BUSINESS PARTNERS AND FINANCE 9

11 W H E R E D O Y O U R E P O R T & H O W I S Y O U R PA R T N E R I N G? A. REPORT WITHIN COMPENSATION / FINANCE? B. REPORT WITHIN TALENT MANAGEMENT / DEVELOPMENT? C. REPORT TO TALENT ACQUISITION? D. NOT APPLICABLE NOT INVOLVED WITH MOBILITY HOW STRONG IS THE PARTNERSHIP WITH YOUR NON-MOBILITY INTERNAL PARTNERS TO DELIVER INTEGRATED EMPLOYEE SERVICES? A. NO CLEAR PROCESS / VENUES FOR PARTNERSHIP B. REQUIRES SOME EFFORT BUT WE GET THE JOB DONE C. WE HAVE WELL ESTABLISHED PROCESSES / VENUES FOR PARTNERSHIP D. NOT APPLICABLE NOT INVOLVED WITH MOBILITY 10

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14 C L A R I F Y I N G B U S I N E S S & TA L E N T N E E D S DIFFERENTIATION: BUSINESS & TALENT NEEDS CHANGING DEMOGRAPHICS ACCELERATED DEVELOPMENT ACQUISITIONS, DIVESTITURES ENTERPRISE CAPABILITIES EMERGING & GROWTH MARKETS NEW COUNTRY ENTRIES REORGANIZATIONS NEW SERVICES NEW PRODUCTS MARKET EXPANSION KEY SKILL SETS BUSINESS EMPLOYEE DUAL CAREER & FAMILY PERSONAL INTERESTS GLOBAL EXPERIENCE CAREER PROGRESSION BALANCING INDIVIDUAL & AGGREGATE BUSINESS FACTORS 11

15 M A N A G I N G T H E FA C T O R S T H AT D E L I V E R B A L A N C E STRATEGIC INTENT OF ASSIGNMENT ANALYTICS & ROI STRATEGIC MOBILITY PLANNING & GOVERNANCE PROCESS, EXPERIENCE & EMPLOYEE VALUE DIFFERENTIATED INVESTMENT FOR OUTCOMES THE WHAT, WHY, HOW, WHEN AND WHO OF INT L. ASSIGNMENTS 12

16 5 K E Y Q U E S T I O N S F O R B A L A N C E WHO WHAT BUSINESS OUTCOMES NEEDED? WHY PRIMARY DRIVER FOR TALENT MOVE? HOW POLICY TYPE? DURATION OF STAY? WHEN SPEED TO DEPLOY? EARLY CAREER? STRATEGIC GOVERNANCE? DESIRED CANDIDATE PROFILE EXPERIENCE / LEARNING OPPORTUNITY 13

17 G U I D I N G P R I N C I P L E S F O R P O L I C Y D E S I G N Key Inputs J&J S BUSINESS & TALENT OBJECTIVES MARKET LEADING PRACTICES STRATEGIC MOBILITY PRIORITIES A L I G N M E N T T O B U S I N E S S A N D T A L E N T S T R A T E G I E S A VARIETY OF POLICIES THAT ALIGN TO THE VALUE OF DIFFERENT KINDS OF MOVES C O N T R O L L E D F L E X I B I L I T Y F O R B U S I N E S S D I S C R E T I O N TO EMPOWER BUSINESSES TO MAKE THE BEST CHOICES ON THEIR INVESTMENTS S I M P L I C I T Y & C L A R I T Y POLICIES THAT ARE SIMPLE, CLEAR AND TRANSPARENT C O S T E F F E C T I V E N E S S ALLOW COST EFFICIENCY WITHOUT SACRIFICING EMPLOYEE / FAMILY NEEDS OPTIMIZE THE IMPACT OF EACH BUSINESS INVESTMENT IN MOBILITY R I S K & C O M P L I A N C E COMPLIANT WITH EXTERNAL LAWS AND INTERNAL CONTROLS WE ARE MINDFUL OF RISKS FOUNDATION : JOHNSON & JOHNSON CREDO VALUES 14

18 ACHIEVE ACCELERATE POLICIES TO SUPPORT DIFFERENT TYPES OF MOBILITY A MISSION APPROPRIATE POLICY FRAMEWORK, ALIGNED TO BUSINESS AND TALENT STRATEGY AND CRITICAL NEEDS IS FUNDAMENTAL FOR SUCCESSFUL ASSIGNMENTS ACCELERATE DEVELOPMENT FOR A TARGET JOB SELF INITIATED EARLY CAREER EXPERIENCE STRATEGIC INTENT OF ASSIGNMENT STRATEGIC REGIONAL / BUSINESS GOVERNANCE PROCESS / PRODUCT TRANSFER SKILL GAP IN COUNTRY KNOWLEDGE TRANSFER / CAPABILITY BUILDING PROJECT DURATION NOTE: 4 BOX MATRIX ADAPTED FROM DELOITTE GLOBAL EMPLOYER MODEL 15

19 S T R AT E G I C I N T E N T O F A S S I G N M E N T A C C E L E R A T E A C H I E V E ACCELERATE DEVELOPMENT FOR TARGET JOB STRATEGIC BUSINESS GOVERNANCE EARLY CAREER SKILLS NEED PROJECT SELF INITIATED DEVELOPING MID SENIOR TALENT FOR IDENTIFIED TARGET POSITION DEVELOPING A FUNCTION / ORGANIZATIONAL EXPERTISE TO ENHANCE CAREER OPPORTUNITIES BRINGING CORPORATE VALUES, SYSTEMS AND STRATEGIC DIRECTION TO HOST BUSINESSES /NEW GEOGRAPHIES DEVELOPING KNOWLEDE / EXPERTISE OF EARLY CAREER TALENT TO BUILD CAPABILITIES BUILD OR FILL SKILL / COMPETENCY GAPS IN LOCAL MARKETS BY DEPLOYING SKILLED SUBJECT MATTER EXPERTS SPECIALIZED EXPERTISE THAT IS NOT AVAILABLE LOCALLY TO LEAD A TIME-BOUND INITIATIVE / PROJECT VOLUNTEER MOVE FOR EARLY CAREER OPPORTUNITY / FAMILY, DUAL CAREER OR PERSONAL REASONS 16

20 C O R E - F L E X F E AT U R E S O F D I F F E R E N T I AT E D P O L I C Y F R A M E W O R K SHORT TERM 3 MOS 1 YR FLEX: ALLOWANCES NOT NEEDED BY SPECIFIC EMPLOYEE / DON T ALIGN TO DIFFERENTIATED INVESTMENT STRATEGY CORE: KEY COMPLIANCE SERVICES & SUPPORT FOR ITEMS OF COMPLEXITY COMMUTER 3 MOS 5 YRS LONG TERM 2 TIERS, 1-5 YRS 1-3 YRS CREDO VALUES ONE WAY MOVE 2 TIERS SELF INITIATED 17

21 A R E Y O U A D D I N G / C H A N G I N G P O L I C I E S T O S E R V E D I F F E R E N T TA L E N T S E G M E N T S? A. STILL WORKING WITH TRADITIONAL POLICY FRAMEWORK B. ARE CONSIDERING EXPANDING POLICY OFFERINGS TO PROVIDE GREATER OPTIONS FOR EMPLOYEES & MANAGERS C. HAVE INCREASED SELECTION OF POLICIES AND ARE INTRODUCING MORE D. NOT APPLICABLE NOT INVOLVED WITH MOBILITY 18

22 T H E F O U N D AT I O N : S T R AT E G I C M O B I L I T Y P L A N N I N G STRATEGIC PRIORITIES OF TALENT MOBILITY Connect. Shape. Lead. Deliver BUSINESS STRATEGY HR STRATEGY MOBILITY DATA & INSIGHTS SET MOBILITY GOALS, BASED ON BUSINESS STRATEGY AND INTEGRATED WITH TALENT STRATEGY ASSESS PERFORMANCE Strategic Mobility Plan ENCOURAGE BEHAVIORS TO MEET GOALS. COLLECT AND TRACK AGAINST THE MEASURES AND MOBILITY DATA AND DETERMINE A SUBSEQUENT BUSINESS INSIGHTS BASED ACTION PLAN ON THE DEFINED MEASURES ASKING THE RIGHT QUESTIONS ARE THE RIGHT PEOPLE IN THE RIGHT FUNCTIONS? HOW WE WILL MEASURE SUCCESS? ARE WE SENDING THE RIGHT TALENT PROFILE? ARE WE SENDING TALENT TO THE STRATEGIC LOCATIONS? DO WE HAVE ROBUST TALENT PIPELINES? 19 19

23 S T R AT E G I C M O B I L I T Y P L A N : 3 P I L L A R S OUR PURPOSE IS TO PARTNER WITH THE SECTOR HRLT IN DEFINING KEY TALENT MOBILITY PRIORITIES THAT WILL ENABLE THE FUTURE SUCCESS OF THAT SECTOR S BUSINESS STRATEGY. BASED ON INPUT FROM THE SECTOR BUSINESS STRATEGY AND THE HR TALENT STRATEGY, WE IDENTIFY 3 PILLARS CRITICAL FOR SUCCESSFUL OUTCOMES. PRIORITIZED GEOGRAPHIES BUSINESS STRATEGY HR STRATEGY MOBILITY DATA & INSIGHTS DEFINE AND LEVERAGE OPTIMAL MIX OF TALENT MOVES TO/FROM OUR EMERGING MARKETS TO ALIGN WITH BUSINESS AND HR STRATEGIES DIFFERENTIATED INVESTMENTS FOCUSED USE OF INTERNATIONAL MOBILITY TO REINFORCE TALENT PIPELINES AND BUILD KEY CAPABILITIES MAXIMIZE VALUE BRINGING SUPPORT & TOOLS TO OUR HRBP COMMUNITY TO MAXIMIZE VALUE OF TALENT MOVES WITHIN THE TALENT STRATEGY 20

24 PURPOSE STATEMENT Drive strong Home-Host HR partnerships to maximize value of global assignments by HOW leveraging WE CAN Talent MAXIMIZE Mobility tools and VALUE best practices OF GLOBAL ASSIGNMENTS? PRIORITY DETAILS: STRONG PARTNERSHIP BETWEEN HOME & HOST STAKEHOLDERS INTEGRATED HR STRATEGY & TALENT COUNCILS DEVELOPMENTAL ASSIGNMENT SUPPORT J&J TALENT MOBILITY EXPERIENCE METRICS INCREASED PROMOTION AND RETENTION RATES OF MANAGERS AND DIRECTORS INCREASED % OF LEADERS IN CRITICAL PIPELINE WITH GLOBAL EXPERIENCE 21

25 B A L A N C E I S A C H I E V E D T H R O U G H S O U N D S T R A T E G Y A N D P E R S I S T E N T E X E C U T I O N BETTER PLANNING BETTER GOVERNANCE BETTER OUTCOMES BETTER DECISIONS BETTER METRICS & ANALYTICS 22

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