Associate Director Enterprise Org Development
Johnson Controls, Inc., Milwaukee, WI, United States
Role Purpose
The Associate Director, Enterprise Organizational Development is the
enterprise product leader
responsible for
building, operationalizing, and scaling
the Organizational Development products defined by the VP, Organizational Development. This role translates enterprise strategy into
organizational development leader enablement tools and governance
that can be deployed consistently across the business.
You operate as:
A
deep subject‑matter expert
in organizational development, design, and culture change
A
product operator
who builds standard work, tools, and adoption mechanisms
A
capability multiplier , enabling HRBPs, talent partners, and leaders to execute with confidence
Why Join JCI Now This is a rare opportunity to:
Join a 140 year new company undergoing a significant transformation, powered by a lean business system and talent system engine
Be a leader in a compelling growth story backed by strong market trends and a right to win in 3 verticals – decarbonization, mission critical environments, and AI driven economy with explosive data center growth
Shape an enterprise talent system at scale (90,000 employees globally) from the ground up
Partner directly with CHRO, Business Leaders, and HR Leaders who believe talent and organizational capability is a key part of our winning formula
Build organizational development products that will ensure we have the right people in the right roles with the right skills at the right time and cost to drive high performance
Leave a lasting enterprise legacy
What You Will Own Organizational Design – Enterprise Product Execution
Build and continuously improve the
organizational design playbook , tools, and diagnostics
Establish and run
org design governance , standards, and review processes
Define role design, span/layer, and structure guidance aligned to enterprise principles
Ensure org design decisions improve clarity, accountability, and performance
Apply the methodology to major org changes and capture learnings for scale
Culture Shaping – Enterprise Toolkit
Build and maintain the
enterprise culture shaping methodology and leader toolkits
Create practical tools for stakeholder analysis, communication, and adoption planning
Define adoption and reinforcement metrics tied to behavior and outcomes
Integrate change management principles within kaizen and all talent system processes
Enterprise Governance & Standard Work
Define triggers and criteria for formal org design and change review
Establish documentation, approval, and tracking standards
Ensure consistency and quality across business‑led changes
Surface patterns, risks, and insights and own continuous improvement
Capability Build Across HR & Leaders
Enable HRBPs and leaders to confidently lead org design and change work
Develop leader‑facing materials that support self‑sufficiency
Coach HR and leaders through complex redesigns and transformations
Build feedback loops to continuously improve tools and adoption
Ideal Background and Experiences
7–10 years of progressive HR or OD experience
across Organizational Design, Change Management, Organization Effectiveness, Talent, or HR Business Partnering
Hands‑on experience designing and executing org design and change initiatives , including role clarity, spans/layers, and operating model work
Built or operationalized playbooks, toolkits, or standard work
(e.g., org design, change, role design) used by HRBPs or leaders
Applied change management methodologies
to real business transformations, with focus on adoption and sustainment
Experience supporting strategic workforce planning , translating strategy into capability action plans
Strong partnership with senior leaders , serving as a trusted advisor while operating within established enterprise direction
Proven ability to influence without authority
in matrixed, global environments
Demonstrated learning mindset , using feedback and outcomes to continuously improve
Leadership Attributes & Behaviors We Focus on What Matters
Grounds organizational design and change work in real business problems, not theory
Goes to Gemba to understand how work actually gets done before proposing solutions
Translates strategy and direction from leadership into clear, practical tools and guidance
Prioritizes work that improves clarity, accountability, and business outcomes
Builds trust through expertise, follow‑through, and transparency
Welcomes diverse perspectives and integrates them into better design decisions
Breaks down silos by enabling shared standards and common ways of working
We Win as One Team
Partners closely with the HRBPs, talent partners, and business leaders to deliver consistent outcomes
Builds trust through expertise, follow‑through, and transparency
Welcomes diverse perspectives and integrates them into better design decisions
Breaks down silos by enabling shared standards and common ways of working
We Improve Everyday
Seeks feedback on tools, playbooks, and approaches and iterates quickly
Surfaces issues early and addresses them with candor and respect
Applies lessons learned from each org change to strengthen enterprise capability
Balances rigor with pragmatism to keep work moving forward
Takes accountability for the quality and adoption of org design and change products
Executes with discipline while adapting to business realities
Ensures changes are implemented, adopted, and sustained—not just designed
Acts with integrity, safety, and respect in all change efforts
We Own the Outcome
Takes accountability for the quality and adoption of org design and change products
Executes with discipline while adapting to business realities
Ensures changes are implemented, adopted, and sustained—not just designed
Acts with integrity, safety, and respect in all change efforts
#J-18808-Ljbffr
enterprise product leader
responsible for
building, operationalizing, and scaling
the Organizational Development products defined by the VP, Organizational Development. This role translates enterprise strategy into
organizational development leader enablement tools and governance
that can be deployed consistently across the business.
You operate as:
A
deep subject‑matter expert
in organizational development, design, and culture change
A
product operator
who builds standard work, tools, and adoption mechanisms
A
capability multiplier , enabling HRBPs, talent partners, and leaders to execute with confidence
Why Join JCI Now This is a rare opportunity to:
Join a 140 year new company undergoing a significant transformation, powered by a lean business system and talent system engine
Be a leader in a compelling growth story backed by strong market trends and a right to win in 3 verticals – decarbonization, mission critical environments, and AI driven economy with explosive data center growth
Shape an enterprise talent system at scale (90,000 employees globally) from the ground up
Partner directly with CHRO, Business Leaders, and HR Leaders who believe talent and organizational capability is a key part of our winning formula
Build organizational development products that will ensure we have the right people in the right roles with the right skills at the right time and cost to drive high performance
Leave a lasting enterprise legacy
What You Will Own Organizational Design – Enterprise Product Execution
Build and continuously improve the
organizational design playbook , tools, and diagnostics
Establish and run
org design governance , standards, and review processes
Define role design, span/layer, and structure guidance aligned to enterprise principles
Ensure org design decisions improve clarity, accountability, and performance
Apply the methodology to major org changes and capture learnings for scale
Culture Shaping – Enterprise Toolkit
Build and maintain the
enterprise culture shaping methodology and leader toolkits
Create practical tools for stakeholder analysis, communication, and adoption planning
Define adoption and reinforcement metrics tied to behavior and outcomes
Integrate change management principles within kaizen and all talent system processes
Enterprise Governance & Standard Work
Define triggers and criteria for formal org design and change review
Establish documentation, approval, and tracking standards
Ensure consistency and quality across business‑led changes
Surface patterns, risks, and insights and own continuous improvement
Capability Build Across HR & Leaders
Enable HRBPs and leaders to confidently lead org design and change work
Develop leader‑facing materials that support self‑sufficiency
Coach HR and leaders through complex redesigns and transformations
Build feedback loops to continuously improve tools and adoption
Ideal Background and Experiences
7–10 years of progressive HR or OD experience
across Organizational Design, Change Management, Organization Effectiveness, Talent, or HR Business Partnering
Hands‑on experience designing and executing org design and change initiatives , including role clarity, spans/layers, and operating model work
Built or operationalized playbooks, toolkits, or standard work
(e.g., org design, change, role design) used by HRBPs or leaders
Applied change management methodologies
to real business transformations, with focus on adoption and sustainment
Experience supporting strategic workforce planning , translating strategy into capability action plans
Strong partnership with senior leaders , serving as a trusted advisor while operating within established enterprise direction
Proven ability to influence without authority
in matrixed, global environments
Demonstrated learning mindset , using feedback and outcomes to continuously improve
Leadership Attributes & Behaviors We Focus on What Matters
Grounds organizational design and change work in real business problems, not theory
Goes to Gemba to understand how work actually gets done before proposing solutions
Translates strategy and direction from leadership into clear, practical tools and guidance
Prioritizes work that improves clarity, accountability, and business outcomes
Builds trust through expertise, follow‑through, and transparency
Welcomes diverse perspectives and integrates them into better design decisions
Breaks down silos by enabling shared standards and common ways of working
We Win as One Team
Partners closely with the HRBPs, talent partners, and business leaders to deliver consistent outcomes
Builds trust through expertise, follow‑through, and transparency
Welcomes diverse perspectives and integrates them into better design decisions
Breaks down silos by enabling shared standards and common ways of working
We Improve Everyday
Seeks feedback on tools, playbooks, and approaches and iterates quickly
Surfaces issues early and addresses them with candor and respect
Applies lessons learned from each org change to strengthen enterprise capability
Balances rigor with pragmatism to keep work moving forward
Takes accountability for the quality and adoption of org design and change products
Executes with discipline while adapting to business realities
Ensures changes are implemented, adopted, and sustained—not just designed
Acts with integrity, safety, and respect in all change efforts
We Own the Outcome
Takes accountability for the quality and adoption of org design and change products
Executes with discipline while adapting to business realities
Ensures changes are implemented, adopted, and sustained—not just designed
Acts with integrity, safety, and respect in all change efforts
#J-18808-Ljbffr