Role Summary We are seeking a systems-oriented, design-driven leader to serve as our first Director of Workforce Systems Analysis and Design. In this role, you will architect, analyze, and redesign the workflows, and processes for not only HR core processes, but also those that govern the deployment and success of our front-line operations. It is an advanced analytics role assessing HR and key business processes, with a heavy focus on frontline operations. Key capabilities on this team center on forecasting, routing analysis, simulation modeling and scenario planning, and optimization studies enabling better informed workforce decisions that fuel the bottom line with waste reduction and drive net sales with operational efficiencies. Primary partnerships will be with our People Analytics, Data Engineering, Talent Intelligence teams, as well as the business to ensure that data, models, and experiments are embedded into the most critical workforce decisions. You will play a critical role in converting insights into action by designing frictionless, measurable, and scalable decision support systems that directly impact the P&L and drive efficiencies across the enterprise. Key Responsibilities
Continuously assess and improve core HR decision workflows across the employee lifecycle (onboarding, talent and leader development, performance management, talent assessments, rewards execution, and attrition analyses). Continuously assess and improve core business decision workflows across the enterprise, with a primary focus on front-line operations. Build optimization models for technician routing and deployment decisions Develop simulations for what-if analysis and net sales impact assessments Redesign decision flows to improve productivity, quality, costs, delivery, fairness, speed, morale, and environmental, health, and safety (EHS) practices Develop reusable decision architecture templates and decision support applications for key stakeholders to drive home adoption and fuel long-term usage Identify and address poor data access, unclear accountability, and /or decision fatigue creating failure points for critical processes and workforce allocation decisions Serve as the connective tissue between data science, HRBPs, COEs, and operational leaders Publish internal white papers, research briefs, and frameworks that shape organizational thinking
Required Qualifications
STEM Master's Degree (Data Science, Math, Operations Research, Economics, Statistics,...) 8+ years in analytical decision making, operations design, or process transformation Deep fluency in descriptive and predictive analytics, machine learning (supervised and unsupervised), statistical modeling, and network analysis Strong background in systems thinking, human-centered design, and structured problem solving Technical proficiency in Python and/ or R 4+ years of Shiny App development and deployment, including experience using CSS and HTML Experience working within HR and across adjacent functions (e.g., org design, workforce planning, supply chain route-to-market analysis, commercial routing/ sales, R&D) Excellent facilitation, visualization, and communication skills (e.g., decision maps, process diagrams, analytical studies and report generation) Familiarity with integrating data/ML outputs into business processes and workflows Ability to translate between technical teams and business stakeholders Understanding of fairness, transparency, and data ethics in HR analytics
Preferred Qualifications
Experience with decision science, behavioral economics, or operations research Experience partnering with data science, people analytics, and product teams Familiarity with MLOps principles and model lifecycle governance Prior experience in a high-growth, data-driven organization or consulting environment Strong understanding of HR data systems and related HR tech stack Track record of solving problems requiring systems thinking and a continuous improvement mindset (Lean Six Sigma, Kaizen).
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Johnson Controls, Inc.
Sep 16, 2025