Strategic HR Business Partner-Director

Johnson Controls•Glendale, AZ

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 improve workforce planning, organizational alignment, talent processes, performance management, development actions, data quality, leader follow-through, and adoption of enterprise HR products and processes. The role translates annual operating plans and performance metrics, strategic initiatives and workforce plans, and colleague experience priorities into actionable workforce plans and measurable actions. It coordinates HRBP, HR Operations, and partner-team activity, promoting consistent execution standards, completion discipline, strong data quality, and timely escalation of risks or gaps. The Director also reinforces fair and consistent application of performance and reward processes and helps managers build self-sufficiency in workforce and talent decisions. Success requires practical business judgment, process discipline, collaborative influence, and the ability to convert strategy into reliable action. The role supports talent and leadership effectiveness, organizational alignment, HR product adoption, employee experience, change initiatives, appropriate routing of transactional and policy work, and coordination across the HR support model.

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 into actionable workforce plans, talent actions, and clear, measurable execution steps.
Align organizational structure, capabilities, resources, roles, headcount decisions, and talent actions with business demand.
Use workforce data and structured problem solving to diagnose root causes, execution gaps, risks, and inconsistencies.
Drive disciplined execution and completion of workforce plans, talent processes, development actions, and performance management.
Activate enterprise HR products and talent systems as standard solutions; encourage consistent adoption and reduce manual workarounds and local variability.
Coach leaders and reinforce their accountability, capability, self-sufficiency, and follow-through in workforce and talent decisions.
Maintain process discipline, consistent standards, strong data quality, and reliable reporting across workforce and talent execution.
Coordinate HRBP, HR Operations, Centers of Excellence, HR Product teams, PMO, Workforce Analytics, and business leadership activity supporting the business.
Escalate execution risks, gaps, or inconsistencies in a timely manner and remove barriers to effective performance.
Support leadership effectiveness, talent quality, organizational health, employee experience, and alignment of talent processes with business priorities.
Support enterprise and business change initiatives by helping leaders implement workforce and talent actions and adopt new processes and ways of working.
Route transactional and policy-related work to the appropriate HR teams and reinforce appropriate use of the enterprise HR operating model.
Support alignment of performance and reward decisions with business priorities and reinforce consistent application of performance standards.