Job Description

What you will do

The HR Project Manager will lead and coordinate all human resources workstreams supporting an unprecedented manufacturing growth strategy across five critical North American manufacturing sites. This role is responsible for developing and executing workforce ramp-up plans, talent acquisition strategies, workforce planning, organizational readiness, onboarding programs, labor capacity models, and change management initiatives necessary to support the expansion of operations from approximately $1.3B to $5.9B in annual production capacity by 2030.

Working as a strategic partner to Operations, Manufacturing Leadership, Talent Acquisition, Finance, Site HR Leaders, and Plant Managers, the HR Project Manager will ensure workforce readiness aligns with aggressive production expansion timelines across key facilities including ACE, Silent Aire East location, Gilbert, and Largo

How you will do it

Strategic Workforce Planning

• Develop comprehensive workforce ramp-up strategies aligned to manufacturing expansion timelines.
• Build multi-year headcount forecasts and labor demand plans for each manufacturing site.
• Partner with Operations and Finance to translate production volumes into staffing requirements.
• Identify labor market risks and establish mitigation strategies for critical skill shortages.
• Establish workforce readiness metrics and reporting dashboards for executive leadership.

Project & Program Management

• Lead HR-related workstreams for major manufacturing expansion projects.
• Create and manage integrated project plans, milestones, dependencies, risks, and deliverables.
• Coordinate activities across HR, Operations, Talent Acquisition, Learning & Development, and Site Leadership.
• Provide regular executive updates on hiring progress, workforce readiness, and project status.
• Ensure HR deliverables align with plant startup and production launch schedules.

Talent Acquisition & Workforce Ramp-Up

• Partner with recruiting teams to execute large-scale hiring campaigns.
• Develop site-specific recruitment strategies for manufacturing, skilled trades, engineering, quality, and leadership roles.
• Establish workforce scaling plans to support greenfield and brownfield facility expansions.
• Manage hiring events, community partnerships, workforce development programs, and educational institution relationships.
• Monitor hiring effectiveness, time-to-fill, retention, and workforce quality metrics.

Organizational Readiness & Change Management

• Lead change management initiatives associated with facility expansion and operational transformation.
• Develop communication and engagement plans supporting workforce growth.
• Support organizational design, leadership structures, and role deployment strategies.
• Facilitate stakeholder alignment across Manufacturing, HR, and Executive Leadership teams.
• Drive workforce integration activities during site expansions and operational transitions.

Learning, Training & Onboarding

• Design workforce onboarding strategies for large-scale employee populations.
• Coordinate training readiness plans for new facilities and production lines.
• Partner with operational leaders to develop manufacturing skills development programs.
• Ensure workforce capability building aligns with production launch schedules.
• Support development of leadership onboarding and frontline supervisor training programs.

HR Analytics & Reporting

• Track workforce ramp-up performance against business objectives.
• Develop reporting dashboards covering:
  • Headcount growth
  • Hiring progress
  • Labor productivity
  • Training completion
  • Retention metrics
  • Workforce readiness indicators
• Present workforce insights and recommendations to senior leadership.

Employee Experience & Retention

• Develop strategies to support employee engagement during rapid growth.
• Identify retention risks and implement workforce stabilization plans.
• Support culture-building initiatives across expanding manufacturing operations.
• Ensure positive employee experience throughout recruitment, onboarding, and integration.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Operations, or related field.
• 7+ years of progressive HR, workforce planning, project management, manufacturing HR, or organizational effectiveness experience.
• Experience supporting manufacturing, industrial, supply chain, or operations environments.
• Demonstrated success leading cross-functional projects involving multiple stakeholders.
• Strong analytical, project management, and executive communication skills.
• Proficiency with HRIS, workforce planning tools, and project management methodologies.

Preferred

• PMP, Agile, SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience supporting greenfield or brownfield manufacturing site launches.
• Experience with large-scale workforce ramp-ups exceeding 500 employees.
• Multi-site manufacturing HR experience.
• Experience supporting operations across the U.S., Canada, and/or Mexico.

HIRING SALARY RANGE: $100,000-160,000 (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. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us

Johnson Controls International plc. is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, genetic information, sexual orientation, gender identity, status as a qualified individual with a disability or any other characteristic protected by law. To view more information about your equal opportunity and non-discrimination rights as a candidate, visit EEO is the Law If you are an individual with a disability and you require an accommodation during the application process, please visit here