HR Manager - Global Products

As an HR Manager - Global Products at Johnson Controls, you will be instrumental in executing HR services across our specialized businesses. Your tasks will encompass everything from employment-related functions geared towards promoting employee engagement to guiding managers through performance management and talent acquisition. You will also spearhead initiatives to enhance workplace culture, handle employee relations, and lead organizational change initiatives.

Johnson Controls requires candidates for the HR Manager - Global Products position to have a Bachelor’s degree in Human Resources, Business Administration, or a related field, alongside a minimum of 8 years of HR experience, preferably in a managerial capacity. Solid skills in HR operations, employee relations, and talent management are essential, and a Master's degree is preferred, demonstrating commitment to your professional development and expertise.

At Johnson Controls, employee wellbeing is a priority, especially for HR Managers in the Global Products division. We provide a comprehensive benefits package that includes medical, dental, and vision care, as well as paid vacation and a bonus plan. Our culture encourages work-life balance, personal growth through training opportunities, and an engaging team environment, ensuring that you feel empowered and supported in your role.

The salary range for the HR Manager - Global Products position at Johnson Controls is between $104,000 and $140,000. Your specific salary will be determined based on factors such as your education, experience, and alignment with market data, alongside your potential for individual contributions and team performance.

The HR Manager - Global Products role at Johnson Controls is a hybrid position, requiring you to be on-site in Westford, MA, for 2-3 days a week. This setup enables you to effectively collaborate with teams on the ground while allowing for flexibility in your work schedule.

When addressing employee relations issues, it's vital to approach the situation with neutrality. Ensure you listen actively to both parties involved, gather relevant information, and assess the context before formulating a response or solution. Your goal should be to facilitate open communication and foster an environment of trust, ultimately focusing on the best interests of both the employees and the organization.

Talent management is crucial in promoting team effectiveness. Highlight your experience in implementing recruitment strategies, conducting performance reviews, and supporting training initiatives. Discuss specific examples of how you've identified talent gaps, worked on employee development plans, and contributed to creating high-performing teams.

Improving employee engagement requires a multifaceted approach. Discuss how you've implemented feedback mechanisms, employee recognition programs, and opportunities for career development. Explain your experience in fostering a collaborative environment where employees feel valued and connected to the organization’s goals.

Supporting organizational change management involves clear communication and preemptive strategizing. Talk about experiences where you've engaged employees during transitions, provided training on new policies, and addressed concerns to ensure a smooth adaptation process.

When developing HR policies, it's essential to consider compliance with labor laws, fairness, and inclusivity. Discuss how you gather input from stakeholders, research best practices, and tailor policies to align with the company's culture while ensuring they support organizational objectives.

Conflict resolution requires patience and neutrality. Explain your approach of facilitating discussions between parties to clarify misunderstandings and work towards mutually agreeable solutions. Highlight your ability to maintain professionalism while encouraging open dialogue.

Share an initiative that had a significant impact on the organization, such as a diversity and inclusion program. Describe the planning, execution, and outcomes you achieved, emphasizing metrics that demonstrate success and employee feedback.

Discuss your familiarity with various performance management systems, including how you’ve introduced or improved existing ones. Talk about your approach to setting performance metrics, conducting evaluations, and providing constructive feedback to create a culture of continuous improvement.

Staying updated on HR regulations requires consistent learning. Share your strategies such as enrolling in professional courses, participating in HR associations, reading industry publications, and networking with other HR professionals to ensure your practices are compliant and up to date.

Feedback is integral to employee development. Illustrate your understanding by discussing how you create a culture that values continuous feedback, encouraging peer reviews and regular check-ins. Emphasize the importance of constructive feedback in helping employees grow and succeed in their roles.