Talent Partner

Johnson Controls•Glendale, AZ

2d•$150,000 - $210,000•Remote

About The Position

The Regional Talent Partner is the regionally embedded talent leader who ensures Johnson Controls’ enterprise talent strategy is translated into disciplined regional execution—treating strategic workforce planning, talent planning, succession, and learning and development as business systems that directly enable growth, transformation, and performance. This role is accountable for regional talent outcomes across several tightly connected pillars: Critical Frontline Talent Enablement: Owns the regional talent strategy for critical frontline, field based talent groups that disproportionately drive customer outcomes and financial performance; ensures these populations have the right workforce plans, hiring pipelines and processes, onboarding, development, and leadership support to perform, grow, and retain at scale—partnering closely with Operations, HR, and enterprise teams to eliminate friction and improve time to impact. Talent Planning & Succession: Ensures consistent, high-quality talent planning and succession planning for critical roles, making readiness, risk, and bench strength visible early enough to act; drives clear decisions and action plans that improve pipeline depth, diversity, and time-to-ready successors. Leader & HR Capability at Scale: Elevates leader and HR capability to own talent decisions with stronger judgment, courage, and accountability—operating as both a senior advisor and a hands-on operator who can show, do, and teach—so talent rigor scales beyond the individual.

Requirements

Bachelor’s degree required; advanced degree preferred (I/O Psychology, OD, HR, Business, or related).
12–15+ years progressive experience, including: Leading talent planning and succession (regional, business unit, or enterprise)
Senior advisory partnership with executive business and HR leaders
Operating in complex, matrixed, multi-geography organizations
Building leader and HR capability to own talent decisions and conversations
Using talent insights/analytics and assessment data to improve decision quality

Nice To Haves

Experience in transformation, restructuring, rapid growth, or major capability shifts
Background spanning both COE and embedded/field talent leadership roles
Experience with enterprise talent governance and standard-setting across regions

Responsibilities

Establish the regional talent agenda anchored to business strategy and operating priorities; define the critical roles, talent segments, and capability shifts that require focused investment.
Own the regional workforce planning rhythm, governance, and decision-making; translate business plans into workforce implications and build/buy/borrow decisions for critical capabilities.
Drive high-quality talent reviews and succession planning with clear readiness definitions, risk visibility, and action plans; ensure pipeline depth, diversity, and development plans for priority roles.
Surface talent risks early (bench gaps, flight risk, underperformance in critical roles, capability shortfalls); lead interventions and ensure follow-through to reduce “surprise” talent events.
Partner with enterprise leadership development and regional leadership to connect succession insights to targeted development moves (stretch roles, rotations, coaching, learning journeys) that accelerate readiness.
Coach HRBPs and leaders on decision quality, talent conversations, and calibration; build enablement so leaders own talent processes rather than delegate them.
Define the key metrics and leading indicators for pipeline health, readiness, and risk; use insights and post-mortems to continuously improve talent process quality and effectiveness.
Serve as the senior regional voice into enterprise talent governance; provide feedback and field insight to improve enterprise talent systems while ensuring consistent adoption of standards with appropriate regional nuance.