Vice President Global Rewards and Performance Management

Role Purpose

VP, Global Rewards & Performance Management leads the global strategy, design, and governance of broad-based compensation, incentives, recognition, and enterprise performance management. This role oversees global salary structures, job architecture, rewards programs, and all broad-based incentive and recognition frameworks—ensuring programs drive performance, attract and retain talent, and reinforce organizational capability building. Reporting to the VP, Global Talent & Rewards, the VP partners with Talent, Finance, HR and business leaders to maintain a competitive, equitable, and performance-driven global rewards ecosystem.

Why Join JCI Now

• 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 and rewards system at scale (90,000 employees globally) from the ground up
• Partner directly with CHRO, Business Leaders, and HR Leaders who believe talent is a key part of our winning formula
• Build rewards and performance products that will ensure we attract and retain talent and drive high performance
• Leave a lasting enterprise legacy

What You Will Own

Rewards, Incentives & Compensation Strategy

• Lead the global strategy and design for broad-based compensation, including salary structures, job architecture, and annual compensation cycles.
• Drive the design and governance of broad-based incentive programs (annual incentives, sales/non-sales incentives, project-based or other incentives).
• Oversee enterprise-wide recognition programs that reinforce culture, performance, and employee engagement.
• Ensure rewards, incentives, and recognition frameworks support global capability building, career pathways, and internal mobility.
• Maintain global compensation and incentive policies, governance, and compliance.

Compensation, Incentive Operations & Analytics

• Oversee market benchmarking, incentive competitiveness analyses, internal equity, and compensation modeling.
• Oversee annual merit, incentive planning, and rewards budgeting processes across all geographies.
• Ensure incentive programs align with pay philosophy, financial guardrails, and regulatory requirements.
• Partner with HRIS to optimize systems and tools for incentive plan management, performance tracking, and reporting.

Performance Management

• Lead enterprise performance management strategy and execution, linking performance outcomes directly to incentives and rewards.
• Design performance processes to strengthen accountability, differentiation, and reward-for-performance culture.
• Equip HR and leaders with tools, training, and communication to support consistent performance and incentive decisions.

Talent & Business Partnership

• Serve as a strategic advisor to HR and business leaders on incentive design, rewards strategy, and performance alignment.
• Provide compensation and incentive guidance in talent reviews, succession discussions, and organizational design work.
• Partner with Finance and Workforce Planning on incentive budgeting, forecasting, and workforce implications.

Team Leadership

• Lead and develop a global rewards and performance team, fostering innovation, analytical rigor, and operational excellence.
• Build strong partnerships across Talent, HR Business Partners, Finance, Legal, and HR Operations to ensure cohesive execution.

Ideal Background and Experiences

• 10+ years of progressive experience in global compensation or total rewards, with expertise in incentive and recognition programs.
• Experience with enterprise performance management strategy.
• Bachelor’s degree required; advanced degree or CCP preferred.

Leadership Attributes & Behaviors

• Enterprise-first, strategic, and analytical thinker who approaches problems systemically and uses data‑driven insights to inform decisions.
• Courageous leader with a strong drive to win, willing to challenge legacy thinking and reinforce accountability for performance.
• Domain‑credible operator with the ability to design, govern, and scale complex global systems in matrixed environments.
• Decisive executor who balances rigor with pragmatism and brings disciplined operational and governance mindset.
• Clear, influential communicator who builds trust and effectively engages executives, leaders, and teams at all levels.
• Talent‑focused leader who attracts, develops, and mobilizes high‑performing teams and builds organizational capability.
• Comfortable leading through ambiguity, transformation, and change while meeting the business where it is.

Behaviors Expected Of All JCI Colleagues

• 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

• Clear, enterprise-wide rewards and performance philosophy that leaders understand and apply consistently.
• Incentives and recognition that visibly differentiate performance and reinforce culture.
• Simplified, well‑governed global compensation and incentive cycles delivered on time and within guardrails.
• Strong linkage between performance outcomes, rewards, and business results.
• High confidence from CHRO, CFO, HR, and business leaders in rewards decisions and insights.
• A high‑performing, analytically strong global rewards and performance team.

First 12 months

• Align current‑state rewards, incentives, performance management, and governance globally.
• Align leaders on target‑state rewards and performance philosophy and priorities.
• Stabilize and improve annual merit cycle and incentive plan performance.
• Establish clear governance, decision rights, and financial guardrails.
• Build credibility as a trusted advisor to executive team, HR, and Finance.
• Assess and strengthen the global rewards and performance team.

24 months

• Scaled, modern global rewards and performance ecosystem fully implemented.
• Clear performance differentiation consistently tied to incentives and outcomes.
• Rewards actively supporting capability building, mobility, and retention.
• Predictable, efficient global processes enabled by strong systems and analytics.
• Rewards insights embedded in talent reviews, workforce planning, and succession.

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