Sr HR Director

Honeywell Aerospace•Phoenix, AZ

11d

About The Position

The Senior Director Human Resources creates, leads, and oversees talent and people strategy for part of Honeywell Aerospace’s Electronic Solutions global team, supporting the Chief Technology Officer, the Avionics product portfolio CTO, and that leader’s direct leadership team. The role architects and delivers talent and organizational strategies that support engineering strategy and improve business outcomes. This position requires business acumen, executive-level presence, and change leadership, with accountability for organizational design, workforce planning, talent architecture, succession planning, and leadership coaching. The role partners with senior executives and operates independently in a lean HR model, balancing strategic leadership with hands-on problem solving. It reports to the Vice President HR – Electronic Solutions and works in a highly matrixed, fast-paced, transformation-oriented environment.

Requirements

At least 8 years of progressive HR leadership experience, including senior-level HR business partnering.
Demonstrated business acumen and experience supporting senior executives in complex, highly collaborative, high-expectation environments.
Ability to develop long-range strategies and execute them through detailed planning and matrix alignment.
Executive presence 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 generate insight, support decisions, and influence.
Experience leading and developing HR teams in lean, matrixed organizations.
Must be a U.S. person under U.S. export control laws and regulations: a U.S. citizen, U.S. permanent resident, or person with protected status in the U.S. under asylum or refugee status.

Nice To Haves

Bachelor’s degree in human resources, business administration, or a 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.

Responsibilities

Provide strategic direction and executive-level HR leadership aligned with business priorities and long-term growth objectives.
Partner with executives as a trusted advisor, influencing, challenging, and coaching leaders.
Provide candid, unbiased coaching, advice, and feedback on performance, organizational effectiveness, talent, and culture.
Use data-driven, market-aware approaches to develop HR solutions that balance enterprise standards with business-specific needs.
Lead organizational design and workforce planning to align structures, roles, and capabilities with current and future business strategy.
Own organization effectiveness fundamentals, including census management, headcount governance, role clarity, and span-and-layer effectiveness.
Assess and manage labor costs, workforce productivity, and efficiency.
Lead organizational change while accounting for external market dynamics and evolving ways of working.
Architect and drive end-to-end talent strategies to attract, develop, retain, and deploy talent aligned with business priorities.
Lead annual Technical Talent Review processes, including skill mapping and succession planning across 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 for internal mobility and leadership growth.
Raise performance standards through performance management, calibration, and differentiation across leadership teams.
Use HR data and analytics to diagnose issues, inform decisions, and influence leaders.
Pull, analyze, and interpret data as needed, including when tools are evolving or data is imperfect.
Build inclusive relationships that foster trust, transparency, and accountability.
Influence leaders to engage their teams and promote high performance, a growth mindset, purpose, individual well-being, and inclusion.
Model transparent coaching and feedback practices to strengthen leadership capability and organizational effectiveness.
Partner with HRBPs, Regional HR Partners, Centers of Excellence, and HR Transformation teams to align and execute enterprise initiatives.
Ensure compliance with employment laws, policies, and ethical standards.