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    Role summary

    The Talent Acquisition Partner serves as a recruiter and a strategic talent advisor to business and operations leaders. You will design and execute sourcing strategies, coach hiring managers, translate labor market insights into action, and deliver a standout candidate experience that reflects our values and employer brand. Success is measured by quality of hire, time to fill, candidate and hiring manager satisfaction, and process excellence.

    What you will do

    Be a trusted talent advisor to the business

    • Partner with plant leadership and functional leaders to align hiring to workforce plans, production schedules, and critical capability needs.
    • Lead intake sessions that clarify success profiles, interview strategy, decision criteria, compensation ranges, and timeline.
    • Advise on role design, selection methods, and structured interviews that increase fairness and predictive validity.
    • Convert labor market and competitor data into practical guidance on location strategy, talent availability, sourcing channels, and expected time to fill.
    • Coach hiring managers on creating inclusive hiring practices and making balanced tradeoffs between skills, potential, and time to hire.
    • Facilitate debriefs and ensure selection decisions are evidence based and aligned to business goals.

    Deliver recruiting excellence

    • Own the top‑of‑funnel recruiting strategy, partnering closely with business leaders to define ideal candidate profiles
    • Build and maintain active talent pipelines using multiple channels such as referrals, job boards, community partnerships, and targeted campaigns.
    • Manage candidate flow through the ATS and ensure timely communications at every stage.
    • Coordinate structured interview teams, provide guides, and prepare interviewers to assess consistently.

    Use data, insights, and continuous improvement

    • Track and analyze recruiting metrics such as time to submit, time to slate, time to fill, pass through rates, source of hire, and early attrition.
    • Identify bottlenecks and conduct root cause analysis, then implement countermeasures that improve speed and quality.
    • Share market updates and hiring progress dashboards with stakeholders, and recalibrate plans when conditions change.
    • Test and adopt tools and processes that streamline work and improve candidate and hiring manager experience.

    Strengthen employer brand and candidate experience

    • Design a candidate experience that is timely, respectful, and aligned to our values.
    • Craft inclusive job postings that are clear on impact, growth, and requirements.
    • Represent the company at events and with community partners to expand reach and diversify talent pools.
    • Capture and share candidate feedback to continuously improve.

    Ensure compliance and operational discipline

    • Apply relevant employment and recruiting policies including EEO and OFCCP where required.
    • Maintain accurate and complete documentation within the ATS.
    • Protect candidate data and uphold confidentiality standards.

     

    Qualifications

    Required

    • Four or more years of full cycle recruiting experience with demonstrated success as an adviser to hiring managers.
    • Demonstrated ability to identify and engage scarce skill sets, developing forward‑looking pipelines that ensure the business is prepared for both current and future talent demands
    • Skilled with ATS and CRM platforms and professional sourcing tools, for example Workday, Greenhouse, SuccessFactors, LinkedIn Recruiter, and Indeed.
    • Strong communication, facilitation, and consultative influencing skills.
    • Ability to interpret recruiting data and market insights to inform strategy and improve processes
    • Knowledge of employment laws and fair hiring practices.

    Preferred

    • Experience supporting multi-site or high volume environments
    • Experience supporting manufacturing, supply chain, engineering, or operations environments across hourly and salaried roles.
    • Bachelor's degree in human resources, Business, Marketing, or a related field, or equivalent experience. 

    Core competencies

    • Business acumen and understanding of operations
    • Talent advising and stakeholder management
    • Inclusive and structured selection
    • Sourcing strategy and market mapping
    • Project management and prioritization
    • Communication and facilitation
    • Data driven problem solving and continuous improvement
    • Candidate and hiring manager experience

    What success looks like in the first year

    • Time to fill at or below target for priority roles, with predictable lead times communicated to the business.
    • Quality of hire improvements as shown by hiring manager satisfaction, new hire ramp indicators, and early retention.
    • Positive candidate and hiring manager feedback scores.
    • Clean and compliant ATS data, with useful dashboards and narratives that inform decisions.
    • Repeat requests from leaders who view you as a trusted advisor.

    Tools and technologies

    • Applicant Tracking System and Candidate Relationship Management tools
    • Sourcing platforms and talent mapping tools
    • Collaboration and reporting tools for dashboards and updates

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    Informações de contato
    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.

    I understand that should I receive an offer of employment with Johnson Controls, such offer is conditional on successful completion of all aspects of the application process including such background and reference checks as are applicable and permitted under local law. Submission of this electronic application by me does not constitute to me an offer of employment, an employment agreement or any other contractually binding commitment by Johnson Controls.

    United States Only: applicants are not required to provide any age related information. You are not required to provide any information related to your age and/or graduation date(s).

    I understand and agree that the information submitted by me will be used, disclosed and stored in accordance with Johnson Control's Privacy Notice, which I have fully reviewed and accept. For individuals located in the United States, applicants are not required to provide any age related information and/or graduation date(s). We will transfer your personal information across borders in accordance with the Privacy Notice. To the extent permitted by applicable local law, by clicking the button below, you consent to the cross-border transfer of your personal information. For individuals located in China: please read the Addendum – Rules on Cross Border Transfer of personal information for China (HR Management). By clicking the button below, you consent to Johnson Controls collecting, processing and transferring your personal information (including sensitive personal data) in accordance with our Privacy Notice and the Addendum for China.

    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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    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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    04/30/2026
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