Executive Director, HR Transformation

1008 Johnson Controls Inc.; Glendale (CA); On-site; USD 184,000 - 276,000; Full time

Benefits offered by this job

Bonus program

Benefits package

Job summary

Johnson Controls seeks an Executive Director, HR Transformation to lead the end-to-end deployment of a new HR operating model, processes, and technology. You will own the integrated roadmap, manage deployment leaders, and drive adoption through a weekly cadence across regions.

You will partner with HR product teams, HR Operations & Technology, and Workforce Planning & Analytics, applying Lean and AI-enabled approaches to deliver measurable value and sustained ownership by line leaders.

Qualifications

• 15+ years of progressive leadership for enterprise HR transformations.
• Proven leadership of large-scale deployments with stage-gate governance and budget control.
• Hands-on experience with Lean (kaizen, value stream mapping) or equivalent continuous-improvement methods.
• Experience deploying AI-enabled solutions and self-service at scale across global HR environments.

Responsibilities

• End-to-end deployment of organization, process, product and technology changes across regions.
• Plan releases, readiness criteria, deployment waves, and adoption to target.
• Own integrated roadmap, critical path, stage gates and operating cadence.
• Manage budget, schedule and resourcing with single source of truth and benefits verification.
• Drive lean, AI-enabled process improvements and self-service adoption while preserving human escalation.
• Lead change communications and service protections across countries.
• Collaborate with HR leadership, product teams and regional leaders to ensure adoption and value realization.
• Build and empower a transformation organization with defined ownership for sustainment.
• Define and report measures of adoption, quality of service and capacity released.

Skills

Executive leadership

Change management

Program governance

Lean principles

AI-enabled processes

Stakeholder alignment

Cross-regional coordination

Tools

Workday

Job description

Executive Director, HR Transformation

ABOUT THE OPPORTUNITY

Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.

ROLE OVERVIEW

The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology. The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected. Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.

KEY ACCOUNTABILITIES

• A) End-to-end deployment. Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
• B) Product deployment. With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
• C) Integrated roadmap and governance. Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
• D) On time, on budget, value realized. Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
• E) Lean, AI-enabled process. Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
• F) Change, communication and service protection. Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
• G) Leadership alignment and decision speed. Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
• H) Build the transformation organization. Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
• I) Measurement and reporting. With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.

KNOWLEDGE AND EXPERIENCE

Required 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company. Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget. Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value. Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods. Executive presence to influence and challenge senior HR, Finance and business leaders. Strongly preferred Migration of HR work into global business services or shared services, including vendor and service-level governance. Deployment of AI and self-service at scale. Experience with works councils, unions and multi-country consultation. Top-tier consulting or chief transformation officer experience.

EXPECTED FOR SUCCESS

First 12 months Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision. First product and technology releases deployed and adopted against target. Initial work transfers completed with service protected through hypercare. Transformation milestones delivered on time and on budget. Standard work in place for priority services, with continuous-improvement work under way.

24 months Transformation delivered on time and on budget, with the target organization in place. Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs. Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues. Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders. Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.

SALARY RANGE

$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.)

Bonus and Benefits

This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply.

To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us Johnson Controls International plc.

Equal Employment Opportunity

Johnson Controls International plc. is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, genetic information, sexual orientation, gender identity, status as a qualified individual with a disability or any other characteristic protected by law.

If you are an individual with a disability and you require an accommodation during the application process, please visit here.

Johnson Controls: Enhancing the Intelligence of Buildings

Your buildings have a purpose. They are places for people to live or work. Facilities for learning or healing. Venues for entertainment and shopping. Sites for the specialized storage of tangible goods or mission-critical data. Your buildings have a huge variety of functions; they are central to your mission. This is where Johnson Controls comes in, helping drive the outcomes that matter most. Through a full range of systems and digital solutions, we make your buildings smarter. A smarter building is safer, more comfortable, more efficient, and, ultimately, more sustainable. Most important, smarter buildings let you focus more intensely on your unique mission. Better for your people. Better for your bottom line. Better for the planet.

At Johnson Controls, we’ve been making buildings smarter since 1885, and our capabilities, depth of innovation experience, and global reach have been growing ever since. Today, we offer the world’s largest portfolio of building products, technologies, software, and services; we put that portfolio to work to transform the environments where people live, work, learn and play.