16d ago

Associate Director, Strategic Workforce Planning & Culture

Milwaukee-Wisconsin-United States Of Americaexecutive

OtherAssociate

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Requirements Summary

We Focus on What Matters — We deliver for our customers by going to Gemba and listening to our c

Technical Tools

OtherAssociate

What We Offer

~10 min read

✓Competitive salary and bonus plan

✓Paid vacation/holidays/sick time - 15 days of vacation first year

✓Comprehensive benefits package including 401K, medical, dental, and vision care - Available day one

✓Encouraging and collaborative team environment

✓Dedication to safety through our Zero Harm policy

✓JCI Employee discount programs (The Loop by Perk Spot)

✓We Focus on What Matters — We deliver for our customers by going to Gemba and listening to our colleagues, understanding and prioritizing what will have the greatest impact, and making sound decisions where the work happens.

✓We Win as One Team — We seek and value different perspectives, collaborate across teams, treat each other with respect, recognize team member contributions, and empower our colleagues closest to the customer.

✓We Own the Outcome — We take accountability, translate strategy into actions, and remove obstacles for our colleagues to deliver results that win with customers the right way, with safety and integrity first.

✓We Improve Everyday — We seek and speak the truth with humility, get to root causes of problems, and take action with urgency to best serve our customers by learning, adapting, innovating, and supporting our colleagues’ growth.

✓Business Pragmatism. Naturally gravitates toward what creates practical value for the business rather than theoretical elegance. Is comfortable releasing a workable solution and refining it through use. Embraces Agile concepts of Proof-of-Concept, Minimally Viable Product, and Continuous Improvement.

✓Systems Orientation. Instinctively sees connections between strategy, workforce, structure and culture. Anticipates how a change in one part of the system will affect the others. Seeks to strengthen the entire Talent System through their work.

✓Curiosity. Has a genuine drive to understand how the business, its markets and its people work. Seeks out new data, perspectives and methods, including emerging AI capability, without being prompted.

✓Leads with Data. Seeks data-based problem solving and solutions, using an analytical skillset to determine the best path forward. Makes conclusions based on evidence and readily acknowledges what is not working.

✓Influences through Partnership. Earns confidence through consistency, discretion and follow-through. This credibility enables partnership and allows influence without positional authority across functions and regions.

✓Comfort with Ambiguity. Is at ease in white space where products, data and expectations are still forming. Brings structure to unclear situations rather than waiting for it to be provided.

✓Tenacity. Stays focused and perseveres through setbacks, proactively assessing risks to objectives and planning to overcome through partnership. Persists until change is embedded and results are realized.

✓“One Team” Mindset. Takes satisfaction from others' capability and success more than personal visibility. Is naturally inclined to teach, share and make others self-sufficient.

✓Minimum of seven years of progressive experience in strategic workforce planning and operational workforce planning, and/or applications of workforce planning within organizational development, talent management, organizational effectiveness, HR business partnering or equivalent strategy or consulting work.

✓Hands-on experience building strategic workforce plans or culture-shaping tools, including supply-and-demand, capability or skills gap analysis.

✓Demonstrated experience designing and operationalizing playbooks, toolkits or standard work adopted at enterprise or multi-region scale.

✓Experience integrating workforce or people strategy with financial and operating planning cycles such as long-range planning and budgeting.

✓Strong analytical capability, with a track record of translating workforce data into clear recommendations for senior leaders.

✓Proven ability to advise and influence senior leaders and HR partners without direct authority in a complex, matrixed global organization.

✓Bachelor's degree in human resources, business, industrial-organizational psychology or a related field, or equivalent practical experience.

✓Experience with labor market intelligence tools or workforce planning technology platforms.

✓Experience designing culture diagnostics, surveys or measurement frameworks linked to business outcomes.

✓Product management or product ownership experience, including lifecycle management and adoption measurement.

✓Experience applying AI and advanced analytics to workforce insight, including predictive skills or capability modeling.

✓Experience in a lean or continuous improvement operating environment, ideally within an industrial, manufacturing or building technology business.

✓Advanced degree in organizational development, human resource development, human resource management, business, industrial-organizational psychology or a related field.

✓Strategic Workforce Planning Integration: The enterprise strategic workforce planning playbook, toolkit and current-state talent data product are complete and in use across strategic growth initiatives. Introduction of AI’s influence on roles and strategic workforce plans.

✓Workforce Insight: Supply-and-demand insights are live and labor market data is proven through a targeted pilot, with a completed data package ready to scale.

✓Culture Shaping: The enterprise culture shaping playbook is complete and the culture survey and dashboard have launched, establishing a measurable baseline that informs talent review and succession.

✓Integrated People Planning: The workforce planning technology is assessed; proof-of-concept is tested priming for the integration of workforce and design data. Connection to operational workforce planning/capacity planning is established.

✓Adoption and Impact: Learning supports are established, promoted, and well-utilized. Adoption and quality measures for both products are defined, tracked and used to prioritize enhancements, with HR partners applying the tools under coaching support.

✓Strategic Workforce Planning Integration: Workforce planning is embedded in long-range planning, budget and KPIs across regions, with develop-first capability plans shaping investment decisions. Embedded analysis of AI’s influence on roles and strategic workforce plans.

✓Workforce Insight: Labor market data is in the hands of HR partners enterprise-wide, and workforce analytics enables predictive skills planning, bench strength and workforce risk management.

✓Culture Shaping: Culture measures are integrated into talent processes, cultural drivers of engagement are identified, and analytics-linked reinforcement is sustaining the Winning Behaviors.

✓Integrated People Planning: Strategic Workforce Planning technology build is complete and integrated with the organizational design platform, so workforce and design data operate as one. Integrated people planning operates across the enterprise, with measurable improvement in workforce visibility and planning accuracy.

✓Adoption and Impact: Leaders and HR partners use both products independently, and the products show measurable business outcomes, including reduced reliance on external hiring.