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    Role Purpose

    The Vice President, Organizational Development (OD) is the enterprise product owner for how we design, align, and evolve the organization to win. This leader defines and delivers world-class organization development products that solve real business and talent challenges at scale. They set the vision, roadmap, and standards for:

    • Strategic Workforce Planning

    • Organizational Design

    • Change Management

    • Culture Shaping

    The VP, OD ensures these are not ad hoc “HR programs,” but enterprise products embedded into the operating cadence of the business — integrated into long-range planning, budgeting, goal setting, performance management, and talent reviews. This role brings deep subject matter expertise, product management discipline, and practical execution capability to ensure our organizational infrastructure accelerates growth, builds capability, and enables sustained 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

    • 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:

    Enterprise OD Product Portfolio

    Strategic Workforce Planning (SWP) – Enterprise Product

    • Build SWP playbook and methodology

    • Integrate into long-range planning (LRP), budget, workforce capacity plans, and KPIs

    • Review of capability progress within talent reviews and succession processes

    • Create and manage clear enterprise standards and tools

    • Integrate with workforce analytics to predictively plan for skills and capabilities required

    Organizational Design – Enterprise Product

    • Build Org design playbook and methodology

    • Establish role/work design methodology to adapt roles in the age of AI augmentation

    • Establish span/layer guidance and efficiency benchmarks which inform org design

    • Establish org design governance and roles and responsibilities

    Change Management – Enterprise Product

    • Establish enterprise change methodology playbook

    • Build change leadership toolkits and communication frameworks

    • Drive adoption of change measurement and reinforcement systems

    Culture Shaping – Enterprise Product

    • Build culture shaping playbook and leader enablement materials to assist leaders with translating behaviors into operating norms

    • Establish cultural diagnostics and reinforcement mechanisms

    2.Product Vision & Governance

    • Defines what “winning” looks like for each OD product

    • Establishes roadmap and prioritization

    • Creates and manages enterprise standard work

    • Defines governance model

    • Ensures products solve real business and talent problems

    • Measures adoption, impact, and value creation

    3.Capability Build Across HR & Leaders

    • Designs products to scale through HRBPs, Talent Partners, and business leaders

    • Builds capability across HR to deploy OD tools effectively

    • Creates leader-facing materials that enable self-sufficiency

    • Establishes standard work and leads training for consistent application

    4.Team Leadership

    Leads a small, high-caliber team responsible for:

    • Product design and iteration

    • Tool development

    • Capability building across HR and Business Leaders

    • Implementation support

    • Analytics and measurement

    • Continuous improvement

    Ideal Background and Experiences:

    • 10+ years progressive strategic HR work across Organizational Development, Organization Effectiveness, Learning, HR business partnering, or Talent Management

    • Proven experience leading organizational change and capability building products at scale

    • Designed and implemented a Strategic Workforce Planning framework embedded into budget and operational planning

    • Led complex organizational design initiatives across multiple functions or business units

    • Built enterprise change management capability

    • Experience working directly with senior executives on org capability and design

    • Demonstrated product mindset (vision, roadmap, iteration, standard work)

    • Experience creating scalable playbooks and governance frameworks

    • Ability to define success metrics and measure impact of work product

    • Integration of workforce strategy with finance and operating planning cycles

    • Built and led small, high-performing expert teams

    • Influenced without authority across matrixed organizations

    • Elevated HRBP capability through consistent tools and standards

    Leadership Attributes & Behaviors

    • Enterprise-first, strategic, systems thinker who sees connections across planning, talent, performance, and org structure

    • Business-first orientation by solving for business value, not theoretical elegance

    • 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

    • Systems thinker — sees connections across planning, talent, performance, and org structure

    • Behaviors expected of all JCI colleagues:

      • We Focus on What Matter: 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

    • Organizational design ensures leaders and colleagues have clear role clarity, capabilities, and decision rights

    • Strategic workforce planning (SWP) informs action planning, investment, and talent decisions

    • OD products deliver measurable business and workforce outcomes

    • HRBPs operate as strategic advisors, leaders lead organizational development initiatives

    First 12 Months – Foundation & Early Adoption

    • SWP playbook designed, approved, and integrated into enterprise planning cycles

    • Enterprise org and role/work design frameworks codified and governed

    • Clear roles, responsibilities, and governance models established

    • Initial pilots executed with measurable insights delivered

    • Leader and HRBP toolkits launched with early adoption metrics tracked

    24 Months – Scale & Impact

    • SWP fully embedded enterprise-wide and linked to investment decisions

    • Workforce risks, bench strength, and capability gaps proactively managed

    • Org effectiveness improvements demonstrated (spans, layers, role clarity)

    • Leaders independently using change and culture toolkits

    • OD products clearly accelerate strategy execution and reduce workforce risk

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