Job Title

Role PurposeThe VP, Global Rewards & Performance Management leads the global strategy, design, and governance of broad-based compensation, incentives, recognition, and enterprise performance management. This role oversees global salary structures, job architecture, rewards programs, and all broad-based incentive and recognition frameworks—ensuring programs drive performance, attract and retain talent, and reinforce organizational capability building. Reporting to the VP, Global Talent & Rewards, the VP partners with Talent, Finance, HR and business leaders to maintain a competitive, equitable, and performance-driven global rewards ecosystem.Why Join JCI NowThis is a rare opportunity to:Join a 140 year new company undergoing a significant transformation, powered by a lean business system and talent system engineBe a leader in a compelling growth story backed by strong market trends and a right to win in 3 verticals – decarbonization, mission critical environments, and AI driven economy with explosive data center growthShape an enterprise talent and rewards system at scale (90,000 employees globally) from the ground upPartner directly with CHRO, Business Leaders, and HR Leaders who believe talent is a key part of our winning formulaBuild rewards and performance products that will ensure we attract and retain talent and drive high performanceLeave a lasting enterprise legacyWhat you will own:Rewards, Incentives & Compensation StrategyLead the global strategy and design for broad-based compensation, including salary structures, job architecture, and annual compensation cycles.Drive the design and governance of broad-based incentive programs (annual incentives, sales/non-sales incentives, project-based or other incentives).Oversee enterprise-wide recognition programs that reinforce culture, performance, and employee engagement.Ensure rewards, incentives, and recognition frameworks support global capability building, career pathways, and internal mobility.Maintain global compensation and incentive policies, governance, and compliance.Compensation, Incentive Operations & AnalyticsOversee market benchmarking, incentive competitiveness analyses, internal equity, and compensation modeling.Oversee annual merit, incentive planning, and rewards budgeting processes across all geographies.Ensure incentive programs align with pay philosophy, financial guardrails, and regulatory requirements.Partner with HRIS to optimize systems and tools for incentive plan management, performance tracking, and reporting.Performance ManagementLead enterprise performance management strategy and execution, linking performance outcomes directly to incentives and rewards.Design performance processes to strengthen accountability, differentiation, and reward-for-performance culture.Equip HR and leaders with tools, training, and communication to support consistent performance and incentive decisions.Talent & Business PartnershipServe as a strategic advisor to HR and business leaders on incentive design, rewards strategy, and performance alignment.Provide compensation and incentive guidance in talent reviews, succession discussions, and organizational design work.Partner with Finance and Workforce Planning on incentive budgeting, forecasting, and workforce implications.Team LeadershipLead and develop a global rewards and performance team, fostering innovation, analytical rigor, and operational excellence.Build strong partnerships across Talent, HR Business Partners, Finance, Legal, and HR Operations to ensure cohesive execution.Ideal Background and Experiences:10+ years of progressive experience in global compensation or total rewards, with expertise in incentive and recognition programs.Experience with enterprise performance management strategy.Bachelor’s degree required; advanced degree or CCP preferred.Leadership Attributes & BehaviorsEnterprise-first, strategic, and analytical thinker who approaches problems systemically and uses data-driven insights to inform decisionsCourageous leader with a strong drive to win, willing to challenge legacy thinking and reinforce accountability for performanceDomain-credible operator with the ability to design, govern, and scale complex global systems in matrixed environmentsDecisive executor who balances rigor with pragmatism and brings disciplined operational and governance mindsetClear, influential communicator who builds trust and effectively engages executives, leaders, and teams at all levelsTalent-focused leader who attracts, develops, and mobilizes high-performing teams and builds organizational capabilityComfortable leading through ambiguity, transformation, and change while meeting the business where it isBehaviors expected of all JCI colleagues:We Focus on What Matters: We go to Gemba to learn closest to where the work happens so that we can remove obstacles and deliver for our customers where it really matters.We Win as One Team: We deliberately think and act in ways that welcome different perspectives, build trust, remove silos, and help each other navigate change in service of winning more customers.We Improve Everyday: We seek the truth with humility, surface problems early, and challenge each other with candor and respect to solve customer problems through continuous improvement.We Own the Outcome: We take accountability and decisive action, translating strategy into actions that win the right way with safety and integrity first.What Success Looks LikeClear, enterprise-wide rewards and performance philosophy that leaders understand and apply consistentlyIncentives and recognition that visibly differentiate performance and reinforce cultureSimplified, well-governed global compensation and incentive cycles delivered on time and within guardrailsStrong linkage between performance outcomes, rewards, and business resultsHigh confidence from CHRO, CFO, HR, and business leaders in rewards decisions and insightsA high-performing, analytically strong global rewards and performance teamFirst 12 monthsAlign current-state rewards, incentives, performance management, and governance globallyAlign leaders on target-state rewards and performance philosophy and prioritiesStabilize and improve annual merit cycle and incentive plan performanceEstablish clear governance, decision rights, and financial guardrailsBuild credibility as a trusted advisor to executive team, HR, and FinanceAssess and strengthen the global rewards and performance team24 monthsScaled, modern global rewards and performance ecosystem fully implementedClear performance differentiation consistently tied to incentives and outcomesRewards actively supporting capability building, mobility, and retentionPredictable, efficient global processes enabled by strong systems and analyticsRewards insights embedded in talent reviews, workforce planning, and succession