Vice President Organizational Development

Role PurposeThe 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 PlanningOrganizational DesignChange ManagementCulture ShapingThe 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 NowThis is a rare opportunity to:Join a 140 year new company undergoing a significant transformation, powered by a lean business system and talent system engineBe 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 growthShape an enterprise talent system at scale (90,000 employees globally) from the ground upPartner directly with CHRO, Business Leaders, and HR Leaders who believe talent and organizational capability is a key part of our winning formulaBuild 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 performanceLeave a lasting enterprise legacyWhat you will own:Enterprise OD Product PortfolioStrategic Workforce Planning (SWP) – Enterprise ProductBuild SWP playbook and methodologyIntegrate into long-range planning (LRP), budget, workforce capacity plans, and KPIsReview of capability progress within talent reviews and succession processesCreate and manage clear enterprise standards and toolsIntegrate with workforce analytics to predictively plan for skills and capabilities requiredOrganizational Design – Enterprise ProductBuild Org design playbook and methodologyEstablish role/work design methodology to adapt roles in the age of AI augmentationEstablish span/layer guidance and efficiency benchmarks which inform org designEstablish org design governance and roles and responsibilitiesChange Management – Enterprise ProductEstablish enterprise change methodology playbookBuild change leadership toolkits and communication frameworksDrive adoption of change measurement and reinforcement systemsCulture Shaping – Enterprise ProductBuild culture shaping playbook and leader enablement materials to assist leaders with translating behaviors into operating normsEstablish cultural diagnostics and reinforcement mechanisms2.Product Vision & GovernanceDefines what “winning” looks like for each OD productEstablishes roadmap and prioritizationCreates and manages enterprise standard workDefines governance modelEnsures products solve real business and talent problemsMeasures adoption, impact, and value creation3.Capability Build Across HR & LeadersDesigns products to scale through HRBPs, Talent Partners, and business leadersBuilds capability across HR to deploy OD tools effectivelyCreates leader-facing materials that enable self-sufficiencyEstablishes standard work and leads training for consistent application4.Team LeadershipLeads a small, high-caliber team responsible for:Product design and iterationTool developmentCapability building across HR and Business LeadersImplementation supportAnalytics and measurementContinuous improvementIdeal Background and Experiences:10+ years progressive strategic HR work across Organizational Development, Organization Effectiveness, Learning, HR business partnering, or Talent ManagementProven experience leading organizational change and capability building products at scaleDesigned and implemented a Strategic Workforce Planning framework embedded into budget and operational planningLed complex organizational design initiatives across multiple functions or business unitsBuilt enterprise change management capabilityExperience working directly with senior executives on org capability and designDemonstrated product mindset (vision, roadmap, iteration, standard work)Experience creating scalable playbooks and governance frameworksAbility to define success metrics and measure impact of work productIntegration of workforce strategy with finance and operating planning cyclesBuilt and led small, high-performing expert teamsInfluenced without authority across matrixed organizationsElevated HRBP capability through consistent tools and standardsLeadership Attributes & BehaviorsEnterprise-first, strategic, systems thinker who sees connections across planning, talent, performance, and org structureBusiness-first orientation by solving for business value, not theoretical eleganceCourageous leader with a strong drive to win, willing to challenge legacy thinking and reinforce accountability for performanceDomain-credible operator with the ability to design, govern, and scale complex global systems in matrixed environmentsDecisive executor who balances rigor with pragmatism and brings disciplined operational and governance mindsetClear, influential communicator who builds trust and effectively engages executives, leaders, and teams at all levelsTalent-focused leader who attracts, develops, and mobilizes high-performing teams and builds organizational capabilityComfortable leading through ambiguity, transformation, and change while meeting the business where it isSystems thinker — sees connections across planning, talent, performance, and org structureBehaviors 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 LikeOrganizational design ensures leaders and colleagues have clear role clarity, capabilities, and decision rightsStrategic workforce planning (SWP) informs action planning, investment, and talent decisionsOD products deliver measurable business and workforce outcomesHRBPs operate as strategic advisors, leaders lead organizational development initiativesFirst 12 Months – Foundation & Early AdoptionSWP playbook designed, approved, and integrated into enterprise planning cyclesEnterprise org and role/work design frameworks codified and governedClear roles, responsibilities, and governance models establishedInitial pilots executed with measurable insights deliveredLeader and HRBP toolkits launched with early adoption metrics tracked24 Months – Scale & ImpactSWP fully embedded enterprise-wide and linked to investment decisionsWorkforce risks, bench strength, and capability gaps proactively managedOrg effectiveness improvements demonstrated (spans, layers, role clarity)Leaders independently using change and culture toolkitsOD products clearly accelerate strategy execution and reduce workforce risk

Created: 2026-03-20