Associate Director, Strategic Workforce Planning & Culture

Johnson Controls, a global leader in thermal management, mission-critical building systems, energy efficiency, and decarbonization, helps customers use energy more productively, reduce carbon emissions, and operate with the precision and resilience required in rapidly expanding industries such as data centers, healthcare, pharmaceuticals, advanced manufacturing, and higher education.

For more than 140 years, Johnson Controls has delivered performance where it really matters. Backed by advanced technology, lifecycle services and an industry-leading field organization, we elevate customer performance, turn goals into real-world results and help move society forward.

• Competitive salary and bonus plan
• Paid vacation/holidays/sick time
  - 15 days of vacation first year
• Comprehensive benefits package including 401K, medical, dental, and vision care
  - Available day one
• Encouraging and collaborative team environment
• Dedication to safety through our Zero Harm policy
• JCI Employee discount programs (The Loop by Perk Spot)

This role is the enterprise product owner for two complementary capabilities: strategic workforce planning and culture shaping. Operating with global enterprise scope within Organizational Development, it builds the playbooks, methodologies, analytics, labor market insight and leader enablement that allow the business to plan its workforce deliberately and translate the Winning Behaviors into everyday operating norms. A workforce plan defines and builds the capability the business needs;

culture determines whether that capability can be sustained.

The role leads through influence rather than direct authority, scaling both products through HR Business Partners, Talent Partners and business leaders while advising senior leaders on critical growth initiatives. It advances each product from nascent to enterprise maturity, embedding workforce planning into long‑range planning, budget and talent review, and establishing culture measures that sustain behavior change. It is accountable for measurable outcomes: improved workforce visibility and planning accuracy, reduced reliance on external hiring through develop‑first capability building, and a culture that sustains continuous improvement.

Owns the enterprise strategic workforce planning product, including the playbook, methodology, facilitation guide and the supporting talent, supply‑and‑demand and labor market data products through analytics partnerships. Connects strategy to strategic workforce planning at‑scale through integration with strategic planning mechanisms, budget, capacity planning and operating KPIs so plans drive investment decisions rather than follow them. Ensures each breakthrough growth initiative is supported by a capability‑based plan that identifies critical talent groups, quantifies gaps and prioritizes develop‑first actions over external hiring.

Owns the enterprise culture shaping product, translating the Winning Behaviors into observable operating norms through playbooks, toolkits and leader enablement. Enables HR leaders to be the ambassadors of culture through establishing a credible cultural baseline with diagnostics, surveys and dashboards; and reinforcement mechanisms that keep behavior change from fading. Integrates culture measures into talent review, succession and the colleague experience so culture is managed as a driver of business performance.

Manages both products through the value lifecycle, advancing their maturity quarter by quarter at the pace the business…