Talent Partner

Role Overview (Mission & Scope)

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
• Talent Planning & Succession
• Leader & HR Capability at Scale

Key Leadership Attributes

• Talent strategist with regional business intimacy
• Senior advisor with credibility at executive levels
• Strong talent judgment and decision quality
• System builder with governance and operating discipline
• Influence without authority
• Capability builder who scales leader and HR ownership
• Data-informed and outcomes-driven

Key Accountabilities

• Regional talent strategy alignment and prioritization
• Strategic workforce planning as standard work
• Talent planning and succession
• Executive talent risk management and intervention
• Leadership pipeline and development integration
• Talent insights, measurement, and continuous improvement
• Enterprise integration and COE partnership

Knowledge & Experience Required

• 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
• 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

Preferred Experience

• 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

12-Month Expectations for Success (Role Scorecard — Year 1)

• Clear regional talent strategy aligned to business priorities, with defined critical roles and talent segments
• Workforce planning installed as an operating rhythm with governance, decision rights, and actionable outputs
• Talent planning and succession executed with consistent quality for critical and enterprise-sensitive roles
• Improved visibility to talent risks, readiness gaps, and bench strength (earlier detection; fewer surprises)
• Stronger leader ownership and decision quality in talent discussions; HRBPs enabled with practical tools and coaching
• Clear measurement framework established for pipeline health, readiness, and risk

24-Month Expectations for Success (Role Scorecard — Year 2)

• Deeper, more diverse successor pipelines for critical roles; improved readiness and reduced time-to-ready
• Demonstrable reduction in emergency placements and late-stage talent escalations
• Workforce and succession planning embedded into business planning cycles and operating cadence
• Leaders consistently use talent insights to inform strategy, organization design, and capability investment
• Region recognized as a benchmark for disciplined, enterprise-grade talent rigor with tailored regional relevance

Hiring Salary Range

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.