Vice President Organizational Development

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 (90000 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

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

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

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