Sr HR Director

As a Senior Director Human Resources, you will create, lead and oversee the talent and people strategy within a portion of Honeywell Aerospace's Electronic Solutions global team; specifically, supporting the Chief Technology Officer (CTO), the Avionics' product portfolio CTO and that leader's direct leadership team. This role will architect and deliver talent and organizational strategies that directly support the engineering strategy and driving ever improving business outcomes.

This role goes beyond traditional HR partnership - it requires strong business acumen, executive‑level presence, and change leadership skills, with accountability for organizational design, workforce planning, talent architecture, succession planning, and leadership coaching across the client group.

Given the size and maturity of the leadership population supported, this role requires prior experience partnering with senior executives, as well as operating independently in a lean HR model where both strategic leadership and hands‑on problem solving are essential.

You will report to the Vice President HR - Electronic Solutions and operate in a highly matrixed, fast‑paced, and transformation‑oriented environment.

YOU MUST HAVE

• 8 plus years of progressive HR leadership experience, including senior‑level HR business partnering.
• Demonstrated business acumen and experience supporting senior executives in complex, highly collaborative, and high‑expectation environments.
• Demonstrated ability to develop long range strategies and execute through detailed planning and matrix alignment
• Executive presence with the confidence and credibility to operate effectively with highly experienced leaders.
• Strong capability in organizational design, workforce planning, succession planning, and performance management.
• Strong change leadership, influence, and stakeholder management skills.
• Proven ability to use data and analytics to drive insight, decisions, and influence.
• Experience leading and developing HR teams in lean, matrixed organizations.

WE VALUE

• Bachelor's degree in human resources, business administration, or related field.
• Experience in large, global, or technology‑driven organizations.
• Proactive and results-oriented mindset.
• Strong organizational and time management skills.
• Ability to handle confidential and sensitive information with discretion.
• Knowledge of local employment laws and regulations.

"Due to compliance with U.S. export control laws and regulations, candidate must be a U.S. person, which is defined as, a U.S. citizen, a U.S. permanent resident, or have protected status in the U.S. under asylum or refugee status."

BENEFITS

Beyond a performance-driven salary, you''ll work alongside dedicated experts on technology that''s advancing aviation. As a Honeywell Aerospace employee, you''re eligible for a comprehensive benefits package that includes:

• Employer-subsidized medical, dental, vision and life insurance
• Short-term and long-term disability coverage
• 401(k) match, flexible spending accounts and health savings accounts
• Employee assistance program and educational assistance
• Parental leave and 12 paid holidays
• Paid time off for vacation, personal and sick time

Explore your benefits: https://honeywellaerospacebenefits.com/

POSTING TIMELINE

The application period for the job is estimated to be 40 days from the job posting date; however, this may be shortened or extended depending on business needs and the availability of qualified candidates.

ABOUT US

Join a company that''s reintroducing itself to the aviation community we''ve helped advance for more than a century. At Honeywell Aerospace (NASDAQ: HONA), we''re launching as an independent, publicly traded aerospace and defense company built on a legacy of operational excellence and mission-focused execution.

Our new brand identity pairs that heritage with real momentum, as we build technology that helps pilots navigate with confidence, aircraft operate more efficiently, and operators stay ahead of change. With our systems on board 90% of the world''s aircraft, your work here has reach that''s rare to find anywhere else.

Focusing on our customers, investing in innovation, and building a culture of accountability and performance is how we''re shaping what comes next.

Every horizon. Every mission. Every day.

KEY RESPONSIBILITIES

Strategic HR Leadership & Executive Partnership

• Provide strategic direction and executive‑level HR leadership aligned to business priorities and long‑term growth objectives.
• Partner directly with executives, serving as a trusted advisor capable of influencing, challenging, and coaching at the highest levels of the organization.
• Deliver candid, unbiased coaching, advice, and feedback to leaders on performance, organization effectiveness, talent, and culture.
• Apply a data‑driven, market‑aware approach to HR solutioning, balancing enterprise standards with business‑specific needs.

Organizational Design, Workforce Planning & Change Leadership

• Lead organizational design and workforce planning to ensure structure, roles, and capabilities align with current and future business strategy.
• Own and execute organization effectiveness fundamentals, including census management, headcount governance, role clarity, and span‑and‑layer effectiveness.
• Assess and manage labor costs, workforce productivity, and efficiency to support sustainable business performance.
• Drive and lead organizational changes, staying aware of external market dynamics and evolving ways of working to enable growth.

Talent Architecture, Succession & Performance Enablement

• Architect and drive end‑to‑end talent strategies to attract, develop, retain, and deploy talent aligned to business priorities.
• Lead annual Technical Talent Review processes ensuring skill mapping and succession planning throughout the engineering organization
• Ensure succession plans are robust, realistic, and actively maintained for critical and leadership roles.
• Identify emerging and high‑potential talent and create development pathways that enable internal mobility and leadership growth.
• Raise the performance bar through disciplined performance management, calibration, and differentiation across leadership teams.

Data‑Driven HR & Analytical Rigor

• Leverage HR data and analytics to diagnose issues, inform decisions, and influence leaders.
• Personally pull, analyze, and interpret data as needed, particularly in environments with evolving tools or imperfect data.
• Demonstrate strong working knowledge of Excel and data analysis techniques (e.g., pivot tables, lookups, trend analysis) to support workforce, talent, and performance decisions.

Leader Coaching, Culture & Engagement

• Build strong, inclusive relationships that foster trust, transparency, and accountability across the organization.
• Influence leaders to actively engage their teams and promote a culture of high performance, growth mindset, purpose driven, individual well‑being, and inclusion
• Model transparent coaching and feedback practices that accelerate leadership capability and organizational effectiveness.

HR Team Leadership & Enterprise Collaboration

• Partner closely with other HRBP's Regional HR Partners, Centers of Excellence (COEs), and HR Transformation teams to ensure alignment and execution of enterprise initiatives.
• Ensure compliance with employment laws, policies, and ethical standards.

KEY RESPONSIBILITIES

Strategic HR Leadership & Executive Partnership

• Provide strategic direction and executive‑level HR leadership aligned to business priorities and long‑term growth objectives.
• Partner directly with executives, serving as a trusted advisor capable of influencing, challenging, and coaching at the highest levels of the organization.
• Deliver candid, unbiased coaching, advice, and feedback to leaders on performance, organization effectiveness, talent, and culture.
• Apply a data‑driven, market‑aware approach to HR solutioning, balancing enterprise standards with business‑specific needs.

Organizational Design, Workforce Planning & Change Leadership

• Lead organizational design and workforce planning to ensure structure, roles, and capabilities align with current and future business strategy.
• Own and execute organization effectiveness fundamentals, including census management, headcount governance, role clarity, and span‑and‑layer effectiveness.
• Assess and manage labor costs, workforce productivity, and efficiency to support sustainable business performance.
• Drive and lead organizational changes, staying aware of external market dynamics and evolving ways of working to enable growth.

Talent Architecture, Succession & Performance Enablement

• Architect and drive end‑to‑end talent strategies to attract, develop, retain, and deploy talent aligned to business priorities.
• Lead annual Technical Talent Review processes ensuring skill mapping and succession planning throughout the engineering organization
• Ensure succession plans are robust, realistic, and actively maintained for critical and leadership roles.
• Identify emerging and high‑potential talent and create development pathways that enable internal mobility and leadership growth.
• Raise the performance bar through disciplined performance management, calibration, and differentiation across leadership teams.

Data‑Driven HR & Analytical Rigor

• Leverage HR data and analytics to diagnose issues, inform decisions, and influence leaders.
• Personally pull, analyze, and interpret data as needed, particularly in environments with evolving tools or imperfect data.
• Demonstrate strong working knowledge of Excel and data analysis techniques (e.g., pivot tables, lookups, trend analysis) to support workforce, talent, and performance decisions.

Leader Coaching, Culture & Engagement

• Build strong, inclusive relationships that foster trust, transparency, and accountability across the organization.
• Influence leaders to actively engage their teams and promote a culture of high performance, growth mindset, purpose driven, individual well‑being, and inclusion
• Model transparent coaching and feedback practices that accelerate leadership capability and organizational effectiveness.

HR Team Leadership & Enterprise Collaboration

• Partner closely with other HRBP's Regional HR Partners, Centers of Excellence (COEs), and HR Transformation teams to ensure alignment and execution of enterprise initiatives.
• Ensure compliance with employment laws, policies, and ethical standards.