Operational HR Business Partner-Senior Manager

Johnson Controls•Glendale, AZ

11d

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 core talent processes, workforce actions, and HR operating-model expectations are carried out accurately, on time, and in alignment with enterprise standards, while reinforcing manager ownership of people decisions. The position supports annual operating plans and performance metrics, strategic initiatives and workforce plans, and colleague experience. It brings discipline to day-to-day workforce and talent execution by ensuring actions are completed, data is reliable, enterprise HR products and standard workflows are adopted, and execution or handoff problems are identified and resolved. The Senior Manager partners with managers and coordinates across HR Product teams, Centers of Excellence, HR Operations, PMO, Workforce Analytics, HRBPs, and specialist partners. The role uses data and process review to identify root causes, strengthen manager capability and accountability, improve controls and handoffs, reduce rework and manual workarounds, and support reliable employee and business outcomes. Managers and leaders retain ownership of people decisions.

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 review, and manager feedback to identify root causes, execution gaps, and improvement opportunities.
Prioritize talent, workforce, and process issues with the greatest business impact, and activate enterprise HR products and standard processes where they can create value.
Ensure talent and workforce processes and actions are accurate, consistent, completed on time, and aligned with enterprise standards and workflows.
Track actions and commitments to completion and escalate risks when appropriate.
Reinforce manager ownership and follow-through for people decisions, workforce actions, performance management, development activities, and talent processes.
Strengthen manager capability and self-sufficiency by providing guidance while keeping responsibility for decisions and actions with managers.
Maintain workforce data accuracy, reporting integrity, and appropriate controls; identify and resolve data-quality issues.
Coordinate actions and handoffs across HRBPs, HR Operations, HR Product teams, Centers of Excellence, PMO, Workforce Analytics, and specialist partners.
Reinforce correct work routing, clear roles, and service-model boundaries; route transactional, administrative, and policy work to HR Operations or appropriate specialist teams.
Identify and address process, handoff, data-quality, and completion issues at their root causes to improve reliability and reduce rework.
Support workforce planning and local workforce execution, including accurate headcount actions, role alignment, and implementation of workforce decisions tied to business needs.
Support consistent execution of performance, reward, recognition, and development processes, including fair application of performance standards.
Improve employee experience through timely, consistent, and high-quality processes affecting employee feedback, development, movement, and recognition.
Support change initiatives by maintaining process consistency, reinforcing adoption of new processes and products, and surfacing execution challenges.
Continuously improve processes, controls, handoffs, and manager capability while reducing unnecessary variation, duplication, and manual workarounds.