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    Build your best future with the Johnson Controls team 

    Johnson Controls, a global leader in thermal management, mission-critical building systems, energy efficiency, and decarbonization, helps customers use energy more productively, reduce carbon emissions, and operate with the precision and resilience required in rapidly expanding industries such as data centers, healthcare, pharmaceuticals, advanced manufacturing, and higher education. 

     
    For more than 140 years, Johnson Controls has delivered performance where it really matters. Backed by advanced technology, lifecycle services and an industry-leading field organization, we elevate customer performance, turn goals into real-world results and help move society forward. 

    What we offer: 

    • Competitive salary 

    • Paid vacation/holidays/sick time 

    • Comprehensive benefits package including 401K, medical, dental, and vision care 

    • On the job/cross training opportunities 

    • Encouraging and collaborative team environment 

    • Dedication to safety through our Zero Harm policy 

    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 new 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
      • Succession 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 and 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
    • Pragmatic 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
    • 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

    • 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

    This role is open to remote candidates.

    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.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. 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

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    I confirm that I am submitting this electronic application on my own behalf, and not on behalf of any other person, and that the information contained in this application is my own personal information. I hereby affirm that the information provided during the application process and any accompanying documents attached including my resume/CV or provided during any discussion or interviews, are true and complete to the best of my knowledge. To the extent permitted by applicable local law, I authorize Johnson Controls and its affiliates, subsidiaries and operating segments (collectively, the Company) to investigate all statements in this application and accompanying documents and to secure any necessary information from all my employers, references, and educational institutions.

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    To provide you with the most effective recruiting process, Johnson Controls may use artificial intelligence (“AI”) to help us better understand how your candidate information matches the requirements of the role you have applied to. We may process your answers to the application and qualification questions, information in your resume, and, if applicable, information from your Johnson Controls personnel record, using tools that rely on AI. All hiring decisions will be made by the hiring team after considering your candidate profile in full. These tools help us to match the information provided by you with the job and preferred qualifications. All hiring decisions will be made by our hiring team after considering your candidate profile in full, and the use of AI insights is just one of the tools and one of numerous factors that we use to help us evaluate candidates and reach a decision.

    Johnson Controls would also like to consider you for additional and future job openings, and we may use AI to help with this process. These AI tools help us understand how your candidate information matches the requirements of future job openings (using the same process as described above). Johnson Controls recruiters may use these insights to help them decide whether to reach out to you to regarding a future job opening. If you are located in the United Kingdom or European Union, the use of the AI insights is necessary for Johnson Controls’ legitimate interests to provide a streamlined and efficient recruitment process, and to consider you for future roles. Please note, the use of AI insights is just one of the tools and one of many factors our recruiters use to help evaluate candidates for upcoming roles.

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    A Johnson Controls, Inc. (a "Empresa") é uma Empresa com uma política ativa de igualdade de oportunidades e cumpre as leis federais aplicáveis e os regulamentos de implementação, que exigem a coleta e registro de certos dados/informações. Nesse sentido, pedimos que você considere fornecer voluntariamente as informações estabelecidas abaixo. Observe que as informações não serão usadas para tomar quaisquer decisões de emprego e serão mantidas em sigilo e separadas de sua candidatura de emprego. O envio dessas informações é voluntário, e a recusa em fornecê-las não sujeitará você a qualquer ação adversa.

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    Duas ou mais raças (não hispânico ou latino): Todas as pessoas que se identificam com mais de uma das raças acima, excluindo aquelas que se identificam como hispânicas ou latinas.

    A Johnson Controls, Inc. é uma contratada do governo sujeita ao Ato de Assistência ao Reajuste dos Veteranos do Vietnã de 1974, conforme alterada pelo Ato de Empregos para Veteranos de 2002, 38 USC4212 (“VEVRAA”), que exige que os contratados do governo apliquem a ação afirmativa para empregar e progredir no emprego: (1) veteranos deficientes; (2) veteranos recentemente na reserva; (3) veteranos da ativa em tempo de guerra ou com emblema de campanha; e (4) veterano condecorado ao serviço das Forças Armadas. Essas classificações são definidas da seguinte forma:

    • Veterano deficiente é um dos seguintes:
      • Um veterano do serviço militar, terrestre, naval ou aéreo dos EUA que tem direito à remuneração (ou que, exceto pelo recebimento de pagamento de militar aposentado, teria direito à remuneração), de acordo com as leis regidas pela Secretaria de Assuntos de Veteranos; ou
      • Uma pessoa que foi dispensada do serviço ativo por causa de uma deficiência relacionada ao serviço.
    • Veterano recentemente na reserva significa qualquer veterano durante o período de três anos, começando na data de dispensa ou liberação do serviço ativo no serviço militar, terrestre, naval ou aéreo dos EUA.
    • Veterano na ativa em tempo de guerra ou com emblema de campanha significa um veterano que serviu na ativa no serviço militar, terrestre, naval ou aéreo dos EUA durante uma guerra, ou em uma campanha ou expedição para a qual um emblema de campanha foi autorizado sob as leis regidas pelo Departamento de Defesa.
    • Veterano condecorado ao serviço das Forças Armadas significa um veterano que, enquanto estava na ativa do serviço militar, terrestre, naval ou aéreo dos EUA, participou de uma operação militar dos Estados Unidos para a qual uma medalha de serviço das Forças Armadas foi concedida de acordo com a Ordem Executiva 12985.

    Se você acredita que pertence a qualquer uma das categorias de veteranos protegidos listadas acima, indique marcando a caixa apropriada abaixo. Como contratante do governo sujeito à VEVRAA, solicitamos essas informações para medir a eficácia dos esforços de divulgação e recrutamento positivos que empreendemos, de acordo com a VEVRAA.

    O envio dessas informações é estritamente voluntário, e a recusa em fornecê-las não o sujeitará a quaisquer tratamentos adversos. As informações fornecidas serão usadas apenas de forma que não sejam inconsistentes com a Lei de Assistência ao Reajuste dos Veteranos do Vietnã de 1974, conforme alterada.

    As informações que você enviarão serão mantidas em sigilo, exceto que (i) supervisores e gestores podem ser informados sobre restrições ao trabalho ou deveres de veteranos deficientes, e sobre as acomodações necessárias; (ii) o pessoal de primeiros socorros e segurança pode ser informado, quando e na medida apropriada, se você tiver uma condição que possa exigir tratamento de emergência; e (iii) Funcionários do governo envolvidos na aplicação das leis regidas pelo Office of Federal Contract Compliance Programs, ou aplicar a Lei dos Americanos com Deficiências, podem ser informados.

    A Johnson Controls, Inc. cumpre os requisitos de 41 CFR 60-300.5 (a). Este regulamento requer ação afirmativa por parte dos contratantes cobertos para empregar e avançar no emprego de veteranos protegidos qualificados.


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