Associate Director Global Performance Management

Role Purpose

The Associate Director, Global Performance Management is responsible for the design, execution, and continuous improvement of the company’s global performance management system. This role leads the development of performance processes, tools, and governance frameworks that drive accountability, enable differentiation, and reinforce a high-performance culture.

Reporting to the VP, Global Rewards & Performance Management, the Associate Director partners closely with Talent Management, Rewards, HR Business Partners, Finance, and business leaders to ensure performance outcomes are effectively measured, calibrated, and linked to rewards and business results.

Why Join JCI Now

This is a rare opportunity to join a 140-year-old company undergoing a significant transformation, powered by a lean business system and talent system engine. Play a key role in shaping a modern, enterprise-wide performance management system at global scale (90,000 employees). Partner with senior HR and business leaders to embed a culture of accountability, differentiation, and continuous improvement. Influence on how performance drives rewards, talent decisions, and organizational effectiveness. Build scalable performance products that strengthen leadership capability and team performance. Contribute to a lasting enterprise transformation.

What You Will Own

• Global Performance Management Design & Execution
  Lead the design, implementation, and continuous improvement of global performance management processes (goal setting, mid-year, year-end cycles)
  Translate enterprise strategy into practical, scalable performance frameworks
  Ensure performance management supports a pay-for-performance culture and accountability mindset

• Performance Processes & Governance
  Own and manage global performance cycles, timelines, governance, and communication
  Establish and enforce standards for:
  Goal quality and alignment
  Performance calibration, differentiation and consistency across businesses and regions
  Continuous improvement of processes to enhance user experience and effectiveness

• Performance & Rewards Integration
  Ensure strong linkage between:
  Performance outcomes
  Incentive and compensation decisions
  Partner closely with Rewards teams to:
  Align performance ratings with pay outcomes
  Support merit and incentive cycles with performance insights

• Performance Analytics & Insights
  Develop and track key performance metrics:
  Rating distribution and calibration effectiveness
  Differentiation across teams and regions
  High/low performer trends
  Provide insights to HR and business leaders to inform:
  Talent reviews
  Sucession planning
  Workforce decisions

• Analytics, Systems & Enablement
  Partner with Workforce Analytics and HRIS to ensure data science and performance systems (e.g., Workday) support process design, decision making and user needs
  Lead system enhancements and continuous improvement of performance tools and reporting

Ideal Background & Experiences

• 8+ years of experience with a combination of experience across Performance Management, Total Rewards, HR Business Partnering and/or Talent Management

• Proven experience designing and delivering performance management and connection to pay for performance

• Strong understanding of the linkage between performance, compensation, and talent outcomes

• Experience working in global, matrixed organizations

• Bachelor’s degree required; advanced degree preferred

Attributes & Behaviors

• Strategic and analytical thinker who translates enterprise direction into actionable, scalable solutions

• Strong operator with continuous improvement and execution mindset

• Data-driven decision-maker with a focus on insights and outcomes

• Influential partner who builds trust and effectively works across HR and business stakeholders

• High level of accountability

• Praagmatic problem-solver who balances rigor with simplicity and usability

• Change-oriented leader who drives adoption and continuous improvement

• Collaborative team player who works seamlessly across different functions and levels within the organization

Behavioral Expectations

• We Focus on What Matters

• We go to Gemba to learn closest to where the work happens so that we can remove obstacles and deliver for our customers where it really matters.

• We Win as One Team

• We deliberately think and act in ways that welcome different perspectives, build trust, remove silos, and help each other navigate change in service of winning more customers.

• We Improve Everyday

• We seek the truth with humility, surface problems early, and challenge each other with candor and respect to solve customer problems through continuous improvement.

• We Own the Outcome

• We take accountability and decisive action, translating strategy into actions that win the right way with safety and integrity first.

What Success Looks Like

• Performance processes are simple, efficient, and consistently executed globally

• Clear and consistent performance differentiation across the organization

• Strong linkage between performance outcomes and rewards decisions

• High adoption and confidence from HR and business leaders

• Improved quality of performance conversations and feedback

• Data-driven insights informing talent and workforce decisions

First 12 Months

• Assess and stabilize the current performance management processes globally

• Improve execution of performance cycles (goal setting, mid-year, year-end)

• Enhance calibration practices and performance differentiation

• Strengthen linkage between performance outcomes and rewards decisions

• Build strong relationships with HR, Rewards, and business stakeholders

• Identify quick wins to simplify and improve manager and employee experience

24 Months

• Scaled, modern performance management system fully implemented

• Consistent, high-quality performance differentiation embedded across the organization

• Performance insights fully integrated into talent reviews and succession planning

• Strong manager capability in the performance management cycle: goal setting, feedback, coaching, and performance conversations

• Predictable, efficient processes supported by robust systems and analytics

• Performance culture visibly strengthened across the enterprise

Hiring Salary Range

$140,000 - $190,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.)

Bonus Plan

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.

Technology Assisted Tools

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.