Executive Director, HR Transformation

Johnson Controls•Glendale, AZ

1d•$184,000 - $276,000

About The Position

Johnson Controls is building an AI-powered HR capability that leverages its business system. The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the company’s HR service delivery model, reporting to the Chief Human Resources Officer. The role owns the end-to-end deployment of a new operating model and standardized processes delivered through HR products and technology, from approved design through stable operation across every region. The role owns an integrated roadmap, sequencing, readiness, change and adoption for HR system changes, including organizational and process changes and releases of HR products and technology. It establishes one integrated execution system with a unified plan, stage gates, source of truth for value and weekly operating cadence. Work proceeds through mobilize, lift and shift, simplify, accelerate and amplify phases, simplifying processes before automating them. The role works with HR product and technology teams to move products from build to scaled adoption, and with regional HR leaders to ensure changes are adopted while service is protected. The position leads a Director and core transformation teams, builds deployment, change and continuous-improvement capability across HR, and transitions workstream ownership to line leaders as work reaches sustainment. Success means the new HR system is running, adopted, delivering its value and sustained by its owners. The role partners closely with regional HR leaders, HR product teams, HR Operations & Technology, Workforce Planning & Analytics, the HR Leadership Team, Employee & Labor Relations, and Legal. It also works with Finance and business leaders. Salary range is $184,000–$276,000, with a competitive bonus plan based on individual, group and corporate performance and a competitive benefits package.

Requirements

15+ years of progressive leadership experience.
Accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
Track record delivering technology-enabled change, such as Workday or an equivalent HCM platform or case management, through adoption and measurable value.
Hands-on command of Lean methods, including kaizen, value stream mapping and standard work, or equivalent continuous-improvement methods.
Executive presence to influence and challenge senior HR, Finance and business leaders.

Nice To Haves

Experience migrating HR work into global business services or shared services, including vendor and service-level governance.
Experience deploying AI and self-service at scale.
Experience with works councils, unions and multi-country consultation.
Top-tier consulting or chief transformation officer experience.

Responsibilities

Own deployment of organizational, process, product and technology changes from approved design through stable operation in every region, including cutover, hypercare and confirmation of stability.
Plan HR product and technology releases with product and technology leaders, set readiness criteria, run deployment waves, drive adoption to target, and feed adoption and field evidence into product priorities.
Own the integrated roadmap, critical path, stage gates and operating cadence; coordinate dependencies and escalations across teams and bring decisions to leadership forums.
Own the integrated schedule, HR transformation budget and resourcing plan; track milestones, spend and value through a single source of truth, verify benefits net of costs, and address variances early.
Ensure standard work is designed before automation; drive continuous improvement on high-volume, high-friction work and shift routine support to self-service and AI-enabled channels while preserving human escalation.
Own the change and communication plan for HR and the people leaders it supports, set service protections before each move, and partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
Work with the HR Leadership Team as a peer, hold leaders accountable for commitments, surface disagreement early and drive trade-offs to decisions.
Lead a Director and core transformation teams; build deployment, change and continuous-improvement capability across HR; transition workstream ownership to line leaders as work reaches sustainment.
Partner with Workforce Planning & Analytics to define and report measures of adoption, service quality, colleague effort, cost and capacity released.
Establish an integrated roadmap and weekly operating cadence using one source of truth, with stage gates met on schedule or re-baselined by decision.
Deploy and drive adoption of initial product and technology releases against target, and complete initial work transfers with service protected through hypercare.
Deliver transformation milestones on time and on budget, and put standard work in place for priority services with continuous-improvement work underway.
Scale products to adoption targets across regions, release measurable capacity and verify benefits net of costs.
Ensure routine support is resolved through self-service and first-line channels at agreed service levels with less effort for colleagues; assign one named owner to every target-model outcome and transition workstreams to line leaders.
Embed Lean, continuous-improvement and AI capability across HR so the model sustains itself.