Program Manager - Workforce Analytics

Johnson Controls, a global leader in thermal management, mission-critical building systems, energy efficiency, and decarbonization, helps customers use energy more productively, reduce carbon emissions, and operate with the precision and resilience required in rapidly expanding industries such as data centers, healthcare, pharmaceuticals, advanced manufacturing, and higher education.

For more than 140 years, Johnson Controls has delivered performance where it really matters. Backed by advanced technology, lifecycle services and an industry-leading field organization, we elevate customer performance, turn goals into real-world results and help move society forward.

What we offer:

• 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

TheProgram Manager - Workforce Analytics is responsible for leading the data-driven planning, forecasting, execution, and performance management of a large-scale workforce expansion initiative supporting the hiring, onboarding, training, and retention of 1,000+ employees within an one year period.

This role serves as the central analytics and program leadership function connecting workforce demand forecasts to hiring execution, onboarding capacity, training throughput, and production readiness. Leveraging advanced Excel modeling, workforce analytics, Power BI reporting, and operational forecasting techniques, the Program Manager provides actionable insights that drive executive decision-making, identify risks proactively, and ensure workforce readiness milestones are achieved.

Success in this role requires exceptional analytical capability, advanced spreadsheet and reporting expertise, and the ability to transform large data sets into business intelligence that enables scalable people operations.

Key Outcomes (What Success Looks Like)

• Development of integrated workforce forecasting models that accurately predict hiring, onboarding, training, and production readiness requirements.

• Creation of executive dashboards and KPI scorecards providing real-time visibility into workforce ramp performance.

• Implementation of data-driven decision-making processes that proactively identify capacity constraints and workforce risks.

• High-quality reporting and analytics that enable leadership to make informed staffing, budget, and operational decisions.

• Workforce planning models that consistently align hiring demand with training throughput and operational readiness milestones.

Primary Responsibilities

1. Workforce Analytics & Strategic Planning

• Develop and maintain comprehensive workforce planning models using advanced Excel and Power BI.

• Analyze hiring demand forecasts and translate requirements into hiring, onboarding, training, and staffing plans.

• Build predictive models to identify hiring gaps, resource requirements, attrition risks, and training capacity constraints.

• Conduct scenario planning and sensitivity analysis to evaluate workforce ramp alternatives and business impacts.

• Use historical and real-time data to generate forecasts and recommendations for leadership.

2. Data Management, Reporting & Business Intelligence

• Design and maintain executive dashboards tracking workforce ramp metrics, recruitment performance, onboarding readiness, training throughput, and retention indicators.

• Consolidate data from ATS, HRIS, LMS, payroll, and workforce management systems into actionable reporting.

• Establish KPI scorecards and reporting frameworks to monitor progress against workforce targets.

• Create automated reporting solutions that reduce manual effort and improve data accuracy.

• Provide weekly and monthly analytics packages to senior leadership and steering committees.

3. Program Leadership & Governance

• Manage integrated program plans, milestones, dependencies, risks, and resource requirements.

• Maintain logs and governance documentation supported by data and performance metrics.

• Present in weekly operating reviews utilizing dashboards and KPI analysis to drive decision-making.

• Present workforce performance trends, risks, and forecasts to executive stakeholders.

• Ensure decisions are supported by measurable outcomes and performance data.

4. Workforce Capacity Modeling

Support the development of end-to-end capacity models covering:

• Talent Acquisition

• Training Delivery

• Manufacturing Training Resources

• Operational Staffing Requirements

• Identify bottlenecks through throughput and capacity analysis.

• Calculate hiring requirements needed to achieve workforce targets based on projected attrition, training completion rates, and production demand.

HIRING SALARY RANGE: $100,000-$120,000 CAD (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) 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’ Canadian subsidiaries are committed to providing reasonable accommodation to applicants, candidates and employees with disabilities, in accordance with applicable human rights legislation, and in Ontario, in accordance with the Accessibility for Ontarians with Disabilities Act (“AODA”). When requested, accommodation will be provided throughout all stages of the recruitment and selection process. To request accommodation, please contact us. Any information you provide related to accommodation measures will be treated as confidential. A copy of Johnson Controls’ applicable AODA policies are available on our website at www.johnsoncontrols.comfor your reference, and can be made available in accessible formats upon request.