Company:
Johnson Controls, Inc

Location:
Milwaukee, WI 53201

Status:
Full Time, Employee

Job Category:
Human Resources

Field HR Manager Energy Solutions

Johnson Controls is a world class employer where ingenuity and excellence are welcome. We are a global market leader in automotive experience, building efficiency and power solutions with over 140,000 employees in 125 countries. For over a century, Johnson Controls has been working to find new ways to improve the places where people live, work and travel, which in turn gives our employees the chance to change the world.

At Johnson Controls, you’ll be challenged to innovate and encouraged to apply your talent and knowledge in an environment that values teamwork, integrity and diversity. Join us now! Your Ingenuity is welcome! (EEO/AA Employer)

Under general direction, manages the Human Resources activities for the designation Energy Solutions Regions to contribute to the overall growth and profitability of the business.  Acts as a member of the management team, strategy development and organization within the Region.  Executes the human resources strategic plan in the Region.  Major areas of responsibility include talent acquisition, talent management, employee relations, Salary Administration/Compensation, Succession Planning, Diversity & Inclusion, Communications, and Planning and other duties as necessary to ensure maximum effectiveness of the Human Resources function.
 
 
PRINCIPAL DUTIES:

1. With the Region leadership, defines the Human Resources goals and objectives.  Advises the Region in strategic and tactical management planning.


2. Provides strategic support to management in areas of:  linking business unit/operations strategies; coaching the operation through organization, regulatory and business issues; coaching business partners to create and maintain a work environment with high morale and productivity.

1. In conjunction with Region group leadership, develops and manages the workforce plan for designated Region groups, including determining developmental/promotional opportunities within job families and functional areas.


2. Assists the Region leadership in assessing learning and development needs. Counsels leaders and employees about on-the-job and formal training opportunities to develop new skills and prepare for advancement. Assists leaders and employees in preparing Individual Development Plans and annual goals and objectives.


3. Develops, coordinates and conducts new leader training to ensure leaders understand and can effectively carry out their new leadership responsibilities. Develops and conducts training for employees and leaders regarding human resources issues.


4. Assists Regions in assessing training effectiveness.

1. Works with Region management team to define workforce and hiring plans and drives recruiting staff to develop strategy for recruiting top caliber employees. Prepares and evaluates periodic concerning headcount, turnover, position openings, etc., to assure the best utilization of personnel.  


2. Meets with hiring leader and Talent Acquisition staff to review job descriptions and confirm skills required for job openings in the Region. With hiring leader and recruiting staff, determines anticipated total compensation offer for openings.


3. Reviews qualifications of potential internal candidates responding to job postings in Region group. Recommends internal candidates for further consideration.


4. Participates on interview team for openings in Region group. Conducts interviews using appropriate techniques.


5. Conducts exit interviews with employees leaving the company to assess overall success of employment relationship and opportunities for improvement.


6. Monitors and analyzes turnover to develop, recommend and implement strategies to improve employee retention. Counsels leaders in implementing retention strategies.

1. Assists in the development of human resources policies in order to satisfy legal requirements. Communicates with appropriate Building Efficiency HR staff members regarding exceptions to policy, procedure, and generally accepted practices.  


2. Assures a practical level of consistency and accurate policy interpretation interdepartmentally and within each Region group. Audits policy compliance.


3. Assists Region group leaders in required personnel functions such as disciplinary procedures and appropriate corresponding paperwork/documentation.


4. Implements, monitors and reports key Human Resources metrics to support the Region organizations business plan and customer expectations. Prepares and evaluates periodic status reports concerning headcount, turnover, position openings, etc., to assure the best utilization of personnel.  

1. Leads projects regarding employee relations matters, investigates complaints, reviews and approves terminations and coordinates with the Director, HR as appropriate.    


2. Provides HR support and counsel regarding employee relations' issues.  Investigates complaints, reviews and approves disciplinary actions, reductions in workforce and terminations, and coordinates with appropriate Field HR department.


3. Demonstrates an appropriate balance between Johnson Controls and employee advocacy in dealings with internal and external customers.


4. Communicates with employees as required in resolving conflicts and acting as a mediator in facilitating resolution.


5. Assists Region group leaders in identification of aberrant behavior, Employee Assistance Plan (EAP) referrals, and other issues as required.


6. Assists leaders in identifying, documenting and communicating results and deficiencies in performance. Reviews performance appraisals and action plans and provides feedback to leaders prior to communicating with employees.

1. Oversees application of the Salary Administration and Pay for Performance Programs.   Reviews, audits and approves salary transactions for assigned employee levels according to applicable procedures.  Counsels and advises management regarding Salary Planning/Compensation, equity issues, promotions, job reclassifications, etc. Recommends grading of new/revised positions with Building Efficiency Compensation.


2. Effectively administers the compensation and benefits changes associated with personnel transactions including merit increases, promotions, transfers, demotions, terminations, and leaves of absence.


3. Communicates with other members of the department to ensure accuracy of HRIS files and documentation for all special arrangements associated with the transactions.


4. Reviews performance appraisals of employees from Region group for consistency and verifies wage increases comply with current compensation practice.


5. With hiring leader, develops job descriptions for positions within Region groups and works with Compensation for appropriate compensation for new positions.


6. Assists leaders in communicating the total compensation package to employees, including cash and non-cash compensation

1. Collaborates with Region HR Management  to develop and implement Affirmative Action Plans.  Monitors personnel transactions to assure compliance with Equal Employment Opportunity (EEO) laws and regulations.


2. Works with Safety and Health to drive programs and training to guarantee a safe and secure working environment and maintain compliance with occupational Safety and Health Act (OSHA) standards.


3. Supports the Diversity Program and recommends goals and objectives to monitor progress towards achievement.


4. Required to lead HR projects that are rolled out across the organization.  May lead a team of HR professionals to assist with these initiatives.


5. Conducts studies and performs special projects as assigned.