An effective and thriving workforce starts with attracting, assessing, hiring, and developing the right people. Building teams of leaders who allow all employees to grow, thrive and feel empowered is the cornerstone of creating great culture. Johnson & Johnson is taking a science-based approach to unlocking the potential in every future leader – to best place, advance and support individual employees on their career path. In this session, Michael Ehret, PhD, Head of Global Talent Management, will share insights into building the strongest ecosystem of talent development focused on these key themes:
- Hire: What makes a great leader?
-
- Credo-aligned talent access
- Grow: Empowering the next generation of leaders
-
- Connecting passion with skills of the future via J&J Learn
- Hold accountable: Creating an environment of accountability
-
- Future proofing with science-based and data-driven people decisions
—
Head of Global Talent Management
Johnson & Johnson
Michael Ehret, PhD, is Head of Global Talent Management, responsible for the attraction and development of global and diverse talent across the enterprise. Michael oversees succession management, talent development, talent acquisition, workforce analytics, talent mobility, performance management and assessment.
Most recently, Michael was Head of Succession Management and Assessment in Global Talent Management, where he advanced and increased the depth and diversity of the enterprise leadership pipeline, focusing on the next generation of talent and the identification and advancement of emerging leaders.
Previously, Michael served as Head of Human Resources for the $28B Commercial Franchises within Medical Devices, Vice President of Human Resources for the non-manufacturing parts of Supply Chain (20,000 employees in 80 countries), and Vice President of Talent Development, with responsibility for global Leadership Development and Learning, as well as Talent Mobility.
Prior to his time with Johnson & Johnson, Michael worked at Bristol-Myers Squibb and CIGNA, where he held several HR business partner and talent management positions, beginning his career as a member of the CIGNA HR Leadership Development Program.
Michael received his Doctorate of Philosophy in Global Leadership and Change Management from Pepperdine University, and his Doctorate of Education in Organizational Leadership also from Pepperdine. He has a Master of Science degree in Organizational Dynamics from the University of Pennsylvania, and a Bachelor’s degree in Business Administration, Finance and Marketing from the University of Richmond.
Michael currently serves as Chair of the Advisory Committee and adjunct faculty member at the Rutgers School of Management and Labor Relations. He also serves on the board of Arm in Arm, a New Jersey–based nonprofit that helps ensure community members have basic food and shelter needs met and, as possible, the livelihood to maintain them.
