Role Summary

As the Associate Director of Enterprise Organizational Development, you will serve as an enterprise product leader responsible for building, operationalizing, and scaling the organizational development products that strengthen how Johnson Controls designs, aligns, and evolves the organization to win. You will translate strategy into practical tools, standard work, and governance that HR Business Partners and leaders can use consistently across the company. This role blends OD subject‑matter expertise with product thinking to ensure leaders have the clarity, capability, and confidence needed to drive performance and change.

What We Offer

• The opportunity to shape enterprise organizational design and culture-shaping tools used across a global workforce.
• Direct partnership with senior HR leaders, talent partners, and business leaders committed to building organizational capability as a competitive advantage.
• A key role in a company undergoing significant transformation, anchored in strong market growth across decarbonization, mission‑critical environments, and the AI‑driven economy.
• The ability to build OD products that directly impact decision‑making, role clarity, structure, and organizational performance.
• A culture that values continuous improvement, data‑driven decisions, and empowering leaders to solve problems at the root.

What You Will Do

1. Organizational Design – Enterprise Product Execution

• Build and continuously refine enterprise organizational design playbooks, standards, and diagnostics.
• Establish and run governance and review processes for organization design decisions.
• Define guidance for role design, spans/layers, decision rights, and structure alignment.
• Support major organizational changes and capture learnings to scale best practices.

2. Culture Shaping – Enterprise Toolkit Development

• Build and maintain enterprise culture‑shaping methodologies and leader toolkits.
• Create practical tools for stakeholder analysis, leader behaviors, communication, and reinforcement.
• Define adoption and outcomes metrics to measure culture and behavior shifts.
• Integrate culture and change principles within continuous improvement and talent processes.

3. Enterprise Governance & Standard Work

• Define triggers and criteria for org design and change review.
• Establish documentation, approval processes, and tracking standards.
• Ensure consistency and quality across business‑led organizational changes.
• Surface insights, risks, and patterns to drive continuous improvement.

4. Capability Building Across HR & Leaders

• Equip HRBPs and leaders to confidently lead organizational design and change work.
• Develop leader‑facing materials and tools to enable self‑sufficiency.
• Coach leaders through complex redesigns and transformations.
• Build feedback loops to continuously enhance tools, adoption, and enterprise capability.

How You Will Do It

• By applying deep OD knowledge combined with product discipline, standard work, and user‑centered design.
• By partnering closely with HR and business leaders to understand real operational challenges and embed OD solutions.
• By using data, insight, and feedback to continuously improve the tools and frameworks you build.
• By ensuring OD products are practical, simple, and scalable across global teams.

What We Look For

Required Qualifications

• 7–10 years of progressive experience in Organizational Design, Change Management, Organizational Effectiveness, Talent, or HR Business Partnering.
• Hands‑on experience designing and executing org design and change work, including role clarity, spans/layers, and operating model redesign.
• Experience building or operationalizing playbooks, toolkits, or standard work for enterprise use.
• Experience applying change management methodologies to real business transformations.
• Ability to partner with and influence senior leaders across a matrixed global environment.
• Demonstrated ability to simplify complexity and enable consistent adoption.

Preferred Qualifications

• Experience integrating OD tools into strategic workforce planning.
• Background enabling HR capability at scale through coaching, training, and product deployment.
• Strong analytical mindset and ability to derive insights to inform OD decisions.

Our Values

We Focus on What Matters

We Win as One Team

We Improve Every Day

We Own the Outcome

What Success Looks Like

• Leaders and HRBPs independently apply enterprise OD tools and frameworks.
• Organizational changes show measurable improvement in clarity, spans/layers, and structure effectiveness.
• Culture‑shaping tools are adopted and reinforce expected behaviors and operating norms.
• Reduced rework, faster cycle times, and more consistent, strategic organizational decisions across the business.