Strategic HR Business Partner-Executive Director

Johnson Controls•Glendale, IL

7d•$200,100 - $312,600

About The Position

The Strategic HR Business Partner, Executive Director is a senior HR leadership role accountable for improving business performance by driving disciplined execution of workforce strategy, talent systems, and organizational effectiveness across a large business unit, sector, or complex function. The role partners closely with senior business leaders to translate strategy into measurable workforce and talent outcomes, establish a strong operating rhythm, drive follow-through, and strengthen leader ownership of talent, workforce, performance, and organizational decisions. The position enables strategy, planning, and execution across annual operating plans and business performance metrics, strategic initiatives and workforce plans, and colleague experience and organizational effectiveness. Success requires business acumen, executive-level influence, disciplined execution, data-driven problem solving, and the ability to activate enterprise HR products and talent systems at scale. The leader translates business strategy into workforce priorities, activates enterprise HR products, diagnoses execution problems, builds leader capability, and uses business and workforce analytics to improve talent systems and organizational performance. The role also leads and aligns HRBP resources, routes transactional and policy-related work to HR Operations, and maintains HRBP focus on strategic business, workforce, organizational, and talent outcomes. The position offers a competitive bonus plan based on individual, group, and corporate performance, as well as a competitive benefits package.

Requirements

Strong business acumen and demonstrated understanding of operational and financial drivers.
Experience translating business strategy into execution through workforce planning and talent systems.
Proven ability to influence, coach, and challenge senior leaders.
Experience improving execution discipline, performance management, and/or organizational effectiveness.
Familiarity with enterprise talent systems and HR operating models.
Demonstrated ability to connect workforce and talent priorities to measurable business outcomes.
Strong capability in structured problem solving, execution management, and organizational leadership.

Nice To Haves

Experience working in a complex, matrixed, and/or global organization.
Experience with succession management, workforce planning, and organizational health practices.
Experience leading HRBP teams or coordinating HRBP resources across a complex business.
Experience creating strategy and operating within a Lean Business System at an organization with a reputable, mature business system.
Regular application of workforce data and analytics to diagnose problems and develop talent solutions.
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

Connect business priorities, operating plans, and financial drivers to workforce execution and measurable talent outcomes.
Diagnose business, workforce, and talent challenges using data, structured problem solving, and firsthand understanding of business realities.
Prioritize talent, leadership, and organizational challenges with the greatest impact on business performance.
Collaborate with HR Product teams, Centers of Excellence, HR Operations, PMO, Workforce Analytics, and business leadership to deliver integrated solutions.
Align leaders to enterprise standards while shaping solutions to address business needs across functions and geographies.
Ensure leaders own their people, workforce, performance, and talent decisions, with clear expectations, accountability, measures, and follow-through.
Drive disciplined adoption and effective use of enterprise HR products and talent systems, reducing unnecessary local variation and workarounds.
Build leader capability and accountability for succession, workforce planning, development actions, performance management, and organizational health.
Establish and sustain an operating rhythm for talent reviews, succession planning, workforce planning, and development actions.
Track execution, completion, and impact of workforce and talent actions using analytics and other insights.
Improve leadership effectiveness, succession pipelines, talent decision quality, and follow-through.
Translate business priorities into workforce plans and improve role clarity, organizational structure, productivity, and execution discipline.
Coach and challenge senior leaders to make and execute high-quality talent, workforce, and performance decisions.
Strengthen employee experience and organizational health through effective leadership and organizational practices.
Lead enterprise initiatives and change by aligning leaders, sequencing implementation, removing barriers, and sustaining measurable operating improvements.
Route transactional and policy-related work to HR Operations and reinforce effective use of the enterprise HR operating model.
Align performance management and reward systems with business goals, execution discipline, leadership accountability, and incentives.
Lead and align HRBP resources, build HRBP capability, align capacity to business needs, and establish consistent standards and accountability.