Operational HR Business Partner-Senior Manager

Johnson Controls•Glendale, AZ

12d•$130,000 - $195,400

About The Position

The Operational HR Business Partner, Senior Manager, improves business performance by driving process excellence, consistent execution, and data integrity across local talent and workforce systems. The role ensures that core talent processes, workforce actions, and HR operating-model expectations are carried out accurately, consistently, and in alignment with enterprise standards, while reinforcing manager ownership of people decisions. The position brings discipline to day-to-day workforce and talent priorities, including timely and accurate completion of actions, reliable workforce data, appropriate use of enterprise HR products and standard workflows, and prompt resolution of execution or handoff breakdowns. It supports annual operating plans and performance metrics, strategic initiatives and workforce plans, and colleague experience through sound process discipline, practical business judgment, attention to data quality, manager partnership, and coordination across HR teams. The Senior Manager models Johnson Controls’ Winning Behaviors and leads as a process-excellence operator, execution-reliability problem solver, product and process adopter, manager-capability reinforcer, data-quality and controls leader, and operating-model discipline driver. The role supports effective talent and leadership outcomes, workforce planning, HR product adoption, manager capability, employee experience, change initiatives, service-model routing, performance and reward processes, and reliable coordination across HR partners and specialist teams.

Requirements

Strong understanding of talent-process execution, workforce administration, and manager support needs.
Experience executing performance management, workforce actions, reporting, and/or development processes with strong discipline.
Proven ability to support and influence managers in improving process consistency, accountability, and follow-through.
Regular application of workforce data, analysis, and reporting to identify gaps, solve problems, and drive talent solutions.
Familiarity with enterprise HR systems, standard processes, and HR operating-model expectations.
Demonstrated attention to accuracy, data integrity, and completion quality.
Ability to coordinate effectively across HR teams while maintaining clear accountability and appropriate service-model boundaries.

Nice To Haves

Experience working in a complex, matrixed, and/or multi-site environment.
Exposure to workforce planning, reporting disciplines, and process-improvement initiatives.
Experience coordinating across HRBPs, HR Operations, and specialist teams.
Experience creating strategy and operating within a Lean business system at an organization with a reputable, mature business system.
Graduate-level academic background from a leading HR program and/or experience leading scaled HR capability within industrial technology or complex manufacturing environments.
Experience supporting heavy field-facing industries with a combination of technical, engineering, and skilled-trades talent.

Responsibilities

Go to Gemba with leaders and managers to understand workforce and execution challenges firsthand.
Use workforce data, reporting, process reviews, and manager feedback to identify root causes and execution gaps.
Prioritize talent, workforce, and process issues with the greatest impact on business performance.
Ensure talent and workforce processes are completed accurately, consistently, and on time in accordance with enterprise standards and workflows.
Promote disciplined use and local adoption of enterprise HR products and standard processes; reduce process variation and manual workarounds.
Reinforce manager ownership of people decisions, workforce actions, performance management, development, and talent processes while providing appropriate guidance.
Track actions and commitments to completion and escalate risks when appropriate.
Maintain workforce data accuracy and reporting integrity; identify and resolve data-quality issues and reinforce controls to reduce errors and rework.
Diagnose and address breakdowns, delays, errors, rework, and ineffective handoffs across the HR operating model.
Coordinate actions and handoffs across HR Product teams, Centers of Excellence, HR Operations, PMO, Workforce Analytics, HRBPs, and specialist partners.
Ensure transactional, administrative, and policy work is routed to HR Operations or the appropriate specialist team, preserving HRBP capacity for higher-value priorities.
Support performance management, development actions, key talent processes, workforce planning, headcount actions, role alignment, and implementation of workforce decisions.
Support consistent performance and reward processes, fair application of performance standards, and recognition aligned to results.
Improve employee experience through timely, consistent, high-quality processes affecting feedback, development, movement, and recognition.
Support change initiatives by maintaining process consistency, ensuring required actions are completed, reinforcing adoption, and escalating execution challenges.
Continuously improve processes, controls, handoffs, and manager capability; reduce unnecessary duplication and manual work.
Monitor execution quality and completion discipline, surface risks and handoff issues quickly, and support reliable HR delivery through clear coordination and accountability.