Strategic HR Business Partner-Director

Johnson Controls•Glendale, AZ

9d•$163,200 - $245,000

About The Position

The Strategic HR Business Partner, Director improves business performance by translating workforce strategy into disciplined execution across a function, team cluster, or defined organizational area. Working within a product-based HR model, the role partners with leaders to identify business and workforce needs, diagnose execution gaps, activate enterprise HR products, and reinforce leaders’ ownership of people and workforce decisions. The Director uses structured, data-driven problem solving to identify gaps in workforce planning, organizational alignment, headcount actions, talent processes, performance management, development actions, data quality, leader follow-through, and adoption of enterprise HR products. The role promotes enterprise solutions as standard approaches to improve consistency, reduce manual workarounds, and strengthen workforce and talent execution. The position coordinates HRBP, HR Operations, and partner-team activity supporting the business, maintaining data quality, consistent execution standards, completion discipline, and timely escalation of risks or gaps. It translates annual operating plans and performance metrics, strategic initiatives and workforce plans, and colleague experience needs into actionable workforce plans and reliable execution. The Director models Johnson Controls’ Winning Behaviors: focusing on what matters, winning as one team, owning the outcome, and improving every day. The role supports leaders in building capability and accountability, drives process discipline and enterprise HR product adoption, uses workforce data to guide decisions, and helps implement organizational change while ensuring transactional and policy work is routed through the appropriate HR teams.

Requirements

Strong understanding of business operations and workforce execution needs.
Experience executing talent processes, including performance management, workforce planning, and development actions.
Proven ability to support and influence leaders in improving execution discipline.
Regular application of workforce data and analysis to identify gaps, solve problems, and drive talent solutions.
Familiarity with enterprise talent systems and HR operating models.
Demonstrated ability to translate workforce and talent priorities into reliable action and follow-through.
Strong process discipline and practical business judgment.

Nice To Haves

Experience working in a complex, matrixed, and/or multi-function environment.
Exposure to workforce planning, organizational alignment, and execution-improvement initiatives.
Experience coordinating across HRBPs, HR Operations, and Centers of Excellence.
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

Translate business priorities, annual operating plans, strategic initiatives, and colleague experience needs into actionable workforce plans, talent actions, and clear execution steps.
Align organizational structure, capability, resources, roles, headcount decisions, and talent actions with business demand.
Use workforce data and structured problem solving to diagnose root causes and execution gaps in workforce planning, talent processes, performance management, development actions, and data quality.
Activate enterprise HR products and drive their consistent adoption as standard solutions for workforce and talent challenges.
Reinforce leader ownership and accountability for workforce plans, people decisions, performance management, development actions, and talent processes.
Coach leaders to improve execution, follow-through, capability, and self-sufficiency in managing workforce and talent decisions.
Ensure reliable and consistent execution of talent processes, workforce actions, and performance management; improve completion discipline and reduce unnecessary variability and workarounds.
Track progress and completion of workforce and talent actions, identify risks and inconsistencies, and escalate gaps when appropriate.
Coordinate HRBPs, HR Operations, Centers of Excellence, and other partner teams to deliver integrated support with consistent standards and strong data quality.
Route transactional and policy-related work to the appropriate HR teams and reinforce effective use of the enterprise HR operating model.
Support alignment of performance and reward decisions with business priorities and reinforce consistent application of performance standards.
Support organizational change initiatives by helping leaders implement workforce and talent actions, adopt new processes and products, and maintain execution discipline through transitions.
Improve employee experience through reliable processes affecting development, feedback, recognition, and team effectiveness.
Continuously improve process discipline, talent systems, workforce execution, leader capability, and organizational effectiveness by addressing root causes.