Role Description The Regional Talent Partner is the regionally embedded talent leader who ensures Johnson Controls’ enterprise talent strategy is translated into disciplined regional execution—treating strategic workforce planning, talent planning, succession, and learning and development as business systems that directly enable growth, transformation, and performance. - Critical Frontline Talent Enablement: Owns the regional talent strategy for critical frontline, field-based talent groups that disproportionately drive customer outcomes and financial performance; ensures these populations have the right workforce plans, hiring pipelines and processes, onboarding, development, and leadership support to perform, grow, and retain at scale—partnering closely with Operations, HR, and enterprise teams to eliminate friction and improve time to impact. - Talent Planning & Succession: Ensures consistent, high-quality talent planning and succession planning for critical roles, making readiness, risk, and bench strength visible early enough to act; drives clear decisions and action plans that improve pipeline depth, diversity, and time-to-ready successors. - Leader & HR Capability at Scale: Elevates leader and HR capability to own talent decisions with stronger judgment, courage, and accountability—operating as both a senior advisor and a hands-on operator who can show, do, and teach—so talent rigor scales beyond the individual. This role must model and embed Johnson Controls’ Winning Behaviors as the “how”: - We Focus on What Matters - We Win as One Team - We Own the Outcome - We Improve Everyday Qualifications - Bachelor’s degree required; advanced degree preferred (I/O Psychology, OD, HR, Business, or related). - 12–15+ years progressive experience, including: - Leading talent planning and succession (regional, business unit, or enterprise) - Senior advisory partnership with executive business and HR leaders - Operating in complex, matrixed, multi-geography organizations - Building leader and HR capability to own talent decisions and conversations - Using talent insights/analytics and assessment data to improve decision quality - Strongly preferred: - Experience in transformation, restructuring, rapid growth, or major capability shifts - Background spanning both COE and embedded/field talent leadership roles - Experience with enterprise talent governance and standard-setting across regions Requirements - Key Leadership Attributes: - Talent strategist with regional business intimacy - Senior advisor with credibility at executive levels - Strong talent judgment and decision quality - System builder with governance and operating discipline - Influence without authority - Capability builder who scales leader and HR ownership - Data-informed and outcomes-driven - Key Accountabilities: - Regional talent strategy alignment and prioritization - Strategic workforce planning as standard work - Talent planning and succession - Executive talent risk management and intervention - Leadership pipeline and development integration - HR and leader capability building - Talent insights, measurement, and continuous improvement - Enterprise integration and COE partnership Benefits - Competitive salary bonus plan - Paid vacation/holidays/sick time - Comprehensive benefits package including 401K, medical, dental, and vision care - On the job/cross training opportunities - Encouraging and collaborative team environment - Dedication to safety through our Zero Harm policy 12-Month Expectations for Success (Role Scorecard — Year 1) - Clear regional talent strategy aligned to business priorities, with defined critical roles and talent segments - Workforce planning installed as an operating rhythm with governance, decision rights, and actionable outputs - Talent planning and succession executed with consistent quality for critical and enterprise-sensitive roles - Improved visibility to talent risks, readiness gaps, and bench strength (earlier detection; fewer surprises) - Stronger leader ownership and decision quality in talent discussions; HRBPs enabled with practical tools and coaching - Clear measurement framework established for pipeline health, readiness, and risk 24-Month Expectations for Success (Role Scorecard — Year 2) - Deeper, more diverse successor pipelines for critical roles; improved readiness and reduced time-to-ready - Demonstrable reduction in emergency placements and late-stage talent escalations - Workforce and succession planning embedded into business planning cycles and operating cadence - Leaders consistently use talent insights to inform strategy, organization design, and capability investment - Region recognized as a benchmark for disciplined, enterprise-grade talent rigor with tailored regional relevance Hiring Salary Range $150,000-210,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology-assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers.

• Supports achievement of operational and client metrics • Prepares concise and informative audit reports using company reporting (Domo) and Client Score Cards to effectively identify issues and communicate findings to Regional, Market and Shop Leadership • Conducts internal audits on insurance KPIs, estimating practices and The WOW operating procedures • Communicates/ coaches on audit findings for improvement or best practices • Develops a high level understanding of key client expectations and metrics as well as internal operating initiatives currently underway • Works in partnership with the National Account team to understand client requirements and current performance levels • Communicates performance information to Regional leadership and assists leadership with improvement plan development and follow up • Trains and coaches market and shop leaders on following WOW repair processes • Participates in regular Regional and Market leadership calls to communicate successes/improvements, deficiencies and improvement plans • Supports Regional and Market leadership for the training and implementation of Gerber’s processes and procedures

• overseeing daily operational performance for assigned client(s) • managing operations teams to provide quality administrative services • collaborating with support areas such as technology and customer care • serving as the primary contact for clients regarding daily service delivery • assisting the Senior Client Manager/Client Leader in delivering top-notch solutions

• Facilitate ongoing stakeholder relationships with clients, consultants, brokers, and underwriters • Gather data and interpret reports to inform rate actions • Manage lifecycle of client accounts for policy and plan solutions • Negotiate renewal rates and generate strategic plan alternatives • Serve as main contact for client accounts to ensure satisfaction and profitability