Associate Director, Strategic Workforce Planning & Culture

Johnson Controls • Glendale, AZ

12d

About The Position

This role is the enterprise product owner for two complementary capabilities: strategic workforce planning and culture shaping. Operating with global enterprise scope within Organizational Development, it builds the playbooks, methodologies, analytics, labor market insight and leader enablement that allow the business to plan its workforce deliberately and translate the Winning Behaviors into everyday operating norms. A workforce plan defines and builds the capability the business needs; culture determines whether that capability can be sustained. The role leads through influence rather than direct authority, scaling both products through HR Business Partners, Talent Partners and business leaders while advising senior leaders on critical growth initiatives. It advances each product from nascent to enterprise maturity, embedding workforce planning into long-range planning, budget and talent review, and establishing culture measures that sustain behavior change. It is accountable for measurable outcomes: improved workforce visibility and planning accuracy, reduced reliance on external hiring through develop-first capability building, and a culture that sustains continuous improvement.

Requirements

• Minimum of seven years of progressive experience in strategic workforce planning and operational workforce planning, and/or applications of workforce planning within organizational development, talent management, organizational effectiveness, HR business partnering or equivalent strategy or consulting work.
• Hands-on experience building strategic workforce plans or culture-shaping tools, including supply-and-demand, capability or skills gap analysis.
• Demonstrated experience designing and operationalizing playbooks, toolkits or standard work adopted at enterprise or multi-region scale.
• Experience integrating workforce or people strategy with financial and operating planning cycles such as long-range planning and budgeting.
• Strong analytical capability, with a track record of translating workforce data into clear recommendations for senior leaders.
• Proven ability to advise and influence senior leaders and HR partners without direct authority in a complex, matrixed global organization.
• Bachelor's degree in human resources, business, industrial-organizational psychology or a related field, or equivalent practical experience.

Nice To Haves

• Experience with labor market intelligence tools or workforce planning technology platforms.
• Experience designing culture diagnostics, surveys or measurement frameworks linked to business outcomes.
• Product management or product ownership experience, including lifecycle management and adoption measurement.
• Experience applying AI and advanced analytics to workforce insight, including predictive skills or capability modeling.
• Experience in a lean or continuous improvement operating environment, ideally within an industrial, manufacturing or building technology business.
• Advanced degree in organizational development, human resource development, human resource management, business, industrial-organizational psychology or a related field.

Responsibilities

• Owns the enterprise strategic workforce planning product, including the playbook, methodology, facilitation guide and the supporting talent, supply-and-demand and labor market data products through analytics partnerships.
• Connects strategy to strategic workforce planning at-scale through integration with strategic planning mechanisms, budget, capacity planning and operating KPIs so plans drive investment decisions rather than follow them.
• Ensures each breakthrough growth initiative is supported by a capability-based plan that identifies critical talent groups, quantifies gaps and prioritizes develop-first actions over external hiring.
• Owns the enterprise culture shaping product, translating the Winning Behaviors into observable operating norms through playbooks, toolkits and leader enablement.
• Enables HR leaders to be the ambassadors of culture through establishing a credible cultural baseline with diagnostics, surveys and dashboards; and reinforcement mechanisms that keep behavior change from fading.
• Integrates culture measures into talent review, succession and the colleague experience so culture is managed as a driver of business performance.
• Manages both products through the value lifecycle, advancing their maturity quarter by quarter at the pace the business requires.
• Defines the measures of adoption, quality and business value, builds the mechanisms to collect them, and uses the evidence to prioritize enhancements and retire what no longer adds value.
• Applies technology and AI, including platform integration with organizational design data and prompt quality standards, to move the products toward self-service and predictive insight.
• Scales workforce planning and culture shaping through HR Business Partners, Talent Partners and business leaders, equipping them with the data, tools and standard work to operate independently.
• Creates leader-facing materials, leads learning forums and coaching, and builds feedback loops that improve adoption over time.
• Provides white-glove consultation to senior leaders and their HR partners on high-priority workforce and culture questions, using each engagement to sharpen the products.
• Partners with workforce analytics, learning, finance and talent colleagues on the data, tools and planning cycles the products depend on.
• Co-leads pilots in critical-talent segments and integrates the learning into enterprise standards.
• Applies the JCI business system as the operating discipline for both products: defining standard work, going to where the work happens and solving problems at their root cause.
• Designs playbooks and tools that give frontline leaders clear expectations and the capability to act, so workforce and culture decisions are made closer to the customer.
• Connects workforce planning and culture shaping directly to customer, operational and financial outcomes, and uses continuous improvement to make each release faster, simpler and more effective.
• Strengthens the talent system by aligning workforce and talent decisions to business strategy.
• Ensures capability requirements defined through workforce planning inform hiring, development, career paths and assessment, and that culture measures inform how talent is evaluated and developed.
• Builds capability across the HR and leader community to sustain the leadership, talent and culture required for transformation.

Benefits

• Competitive salary and bonus plan
• Paid vacation/holidays/sick time - 15 days of vacation first year
• Comprehensive benefits package including 401K, medical, dental, and vision care - Available day one
• Encouraging and collaborative team environment
• Dedication to safety through our Zero Harm policy
• JCI Employee discount programs (The Loop by Perk Spot)

What This Job Offers

• Job Type: Full-time
• Career Level: Director