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DEBRA J.

JOHNSON
Pennington, NJ 08534 (609) 273-4369 (Cell) dobey429@gmail.com SUMMARY Business and Organizational Developer with a proven track record for delivering results through strategic and innovative plan design. Adept in leading teams, both large and small through mergers and acquisitions. Specialize in the design and development of key talent processes, practices and platforms that identify and develop high potential performers, focus on core skill building for all colleagues while cultivating an environment that fosters talent sharing to ensure successful delivery of business plan. Talent Management Leadership Development Performance Management Training and Development Innovative Solutions Communication Skills Influencing Skills Diversity and Inclusion

PROFESSIONAL EXPERIENCE JOHNSON & JOHNSON, CONSUMER SALES COMPANY $7 billon business comprised of 3 core business units- Over the Counter, Beauty Care and Consumer Healthcare, supporting iconic brands such as Tylenol, Zyrtec, Neutrogena, Roc, Johnson Baby, Stayfree, Listerine, Reach and Splenda. Sr. Director Sales Talent Development, Training and Communication (January 2010-December 2012) Developed 9 direct reports to include 2 Directors, 5 Managers and 2 Associate level colleagues. As well support 9 Sales Vice Presidents and 450 Sales team members. Member of the Sales Leadership and Sales Operations Leadership Teams Accountable for strategy, process and tool development, in partnership with HRBPs, of all critical performance management processes resulting in 2 consecutive years of elevated engagement scores as measured by the annual Company Engagement survey. Accountable for strategy, process and tools used for training and development platforms focused on leadership, capability training by role and level, as well the establishment of core skills curriculum, netting in a positive increase in team assessment scores. Accountable for strategy, process and facilitation of annual Talent Summit designed to bring 100+ senior leaders together to strategically share and plan talent across the organization. Designed, developed and led entry level leadership program that produced 70 high performing, high potential diverse sales colleagues over the course of the past 5 years Led project team that designed, developed and executed new Job Description and Career pathing model for the Sales team that optimized team performance by streamlining the number of job descriptions and positively resetting job roles to align with Global Compensation Framework. Led strategy and plan design for the development and launch of a Coaching model, training over 120 people leaders and then launching concept and support tools to entire Sales organization. Served as Sales Co-lead on a Global project team that designed, developed and launched the first "Global" Customer Development Competency Model supported by region specific assessment tool and resource guide.

Director Business & Talent Development (2009-2010) Developed 6 direct reports to include 3 managers and 3 associate level colleagues. As well support 8 Sales Vice Presidents and 430 sales colleagues Lead for developing strategies, key processes and tools to support Communication, Policy Management, Sales Incentive Bonus and Award plan, Pricing and Efficiency, and Business Planning Accountable for strategy, process and tool development of all critical performance management processes to include-, Performance Development, Succession Planning, Performance Calibration, Compensation and Yearend Reviews Led a team of Sales colleague in the design, development and execution of a Communication strategy that created a platform to deliver both critical and non-critical data to the team netting in increased Engagement scores. Recognized with the Sales Change Maker Award for establishing a communication methodology known as Sales Bundled training that delivered important, and necessary information to the team in a predictable and timely manner. Recognized with a Leadership Award for work in establishing communication principles to help the team manage the influx of information from 3 mediums- email, meetings and filing. Director, Sales Talent Management (2007-2009) Accountable for the supervision of 5 direct reports, supporting 16 Sales Vice Presidents and 500 sales team members of the newly formed Johnson and Johnson Group of Consumer Companies Led the talent and training teams through the acquisition of Pfizer Consumer and redesigning and developing the strategies to support all critical performance management processes to includeRecruiting Strategy, On Boarding Strategy, Performance Development Strategy, Succession Planning, Performance calibration, Career pathing, Mentoring and Sales Incentive Compensation Plan Accountable for influencing 16 Vice Presidents to align and support all critical people processes that support the Sales team Led team through extensive change management initiatives to open the opportunity for a new culture to emerge supporting the new organization. Lead Sales business partner representing North America on a Global project team focused on creating a strategic competency model and assessment tool to support the ongoing development of sales and marketing colleagues around the world. (Genesis) SALES & LOGISTICS CO., LLC (DIVISION OF JOHNSON & JOHNSON) $5 billion business comprised of multiple businesses- Baby Products, CPC Beauty, Neutrogena Beauty, Consumer Healthcare, Nutritional and Over the Counter supporting iconic brands such as Johnsons Baby, Aveeno, Clean N Clear, Neutrogena, Splenda, Tylenol, Motrin, Stayfree, Ky and Carefree. Director, Sales Talent Management (2005-2007) Accountable for the supervision of 5 direct reports, supporting 7 Vice Presidents and 265 Sales team members across six Operating Companies to include Consumer Products, Personal Products, Neutrogena, McNeil, McNeil Nutritional and the Sales & Logistics Company. Accountable for strategy development of critical performance management processes to includeRecruiting Strategy, On Boarding Strategy, Performance Development Strategy, Succession Planning, Mentoring, Sales Incentive Compensation Plan and Learning and Development (Training) Led development of the entry level Sales Leadership and Coop recruiting strategy aligning the efforts and resources of the six Operating Companies to deliver a high performing/high potential diverse talent pool across the U.S.

Worked in close partnership with JJPR and the external recruiting network to source talent, managing 25 open positions month on month, across the 6 Operating Companies, while minimizing regrettable loss Led the strategy development and deployment of the first Learning and Development Curriculum for the 6 Consumer Sales Companies focused on training by organizational level Led the first ever cross company Succession Planning and Yearend Performance Review sessions for the 6 Operating Companies driving common approach, process and tools, in partnership with HR business colleagues Led cross company job description task force focused on creating common job competencies, descriptions and titles to ensure seamless cross pollination of talent and talent sharing across the 6 Operating Companies Led two process teams through the integration effort with Pfizer to create best practice approaches to Sales Compensation and Learning and Development in the new organizationrecognized with Leadership Award. PERSONAL PRODUCTS COMPANY (DIVISION OF JOHNSON & JOHNSON) $650 million business supporting three core business units: Womens Health, Oral Care and Feminine Care to include iconic brands such as Monistat, Ky, Reach, Act, Stayfree, Carefree, Ob Tampons and Serenity Director, Sales Training (1998-2005) Developed for 4 direct reports, supporting a Vice President and 110 sales team members Accountable for the strategic development of the following critical people processes-Recruiting, Training and Development, Succession Planning, and Performance Development. Represented Personal Products on a cross company cross- functional compensation project to develop a new approach to Sales Incentive. Pay for Performance bonus model created and launched. Recognized with a Standard of Leadership award. Led the Succession Planning and Yearend Performance Review sessions for the organization in partnership with HR. Received a Standard of Leadership award in recognition of the process and tools created to support. Created the Heart Beat chart to help colleagues to understand with clarity the difference in the performance ratings that support the 9-PT performance scale. Tool was so successful it was adopted by Corporate and distributed as a tool to be used by all functions/regions within the company. Recognized with a Standard of Leadership award when the tool was launched corporately to support the performance process. Designed and implemented a recruiting strategy using process excellence tools to define roles and responsibilities of business partners, support tools, and as well provide a common interview practice through Target Selection. Recognized with a Standard of Leadership Award. Sales Executive (1986-1998) Followed traditional progressive career path for a Sales Professional Experiences range from direct selling, people management, sales strategy and national account executive Details furnished upon request EDUCATION Montclair State College- B.A. in Business PROFESSIONAL AFFILIATIONS Network of Executive Women (NEW) The Women in Industry- (TWIN) Award Winner 2010