Sr HR Generalist

Honeywell PH/MY/SG/ID (Korn Ferry); Malaysia; On-site; MYR 120,000 - 180,000; Full time

Job summary

Honeywell in Malaysia seeks a Senior HR Generalist to act as the primary HR partner for ISC manufacturing and distribution sites in Shah Alam and Penang. You will drive labor and union relations, employee engagement, and workforce planning while balancing operational needs and employee needs.

You will lead investigations, coach managers on performance, support organizational design, and use HR analytics to guide decisions.

Qualifications

• Must have a Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Psychology, or related field.
• Minimum 7–10 years of progressive HR experience in manufacturing, supply chain, or industrial environments.
• Demonstrated experience supporting unionized workforces.
• Strong knowledge of labor law, employee relations, and collective bargaining practices.
• Experience conducting workplace investigations and managing disciplinary processes.
• Strong stakeholder management and influencing skills.
• Data-driven problem-solving and analytical capabilities.

Responsibilities

• Labor & Union Relations: Serve as the primary HR point of contact for unionized employee populations.
• Labor & Union Relations: Partner with site leadership on contract administration and interpretation of collective bargaining agreements (CBAs).
• Labor & Union Relations: Manage grievance processes, investigations, disciplinary actions, and dispute resolution activities.
• Labor & Union Relations: Prepare and participate in labor-management meetings.
• Labor & Union Relations: Support collective bargaining negotiations and implementation of negotiated agreements.
• Labor & Union Relations: Partner with Legal and Labor Relations teams to ensure compliance with applicable labor laws and contractual obligations.
• Labor & Union Relations: Build constructive and collaborative relationships with union representatives.
• Labor & Union Relations: Analyze labor relations trends and recommend proactive actions to mitigate risks.
• Employee Relations: Lead investigations involving employee concerns, misconduct, policy violations, and workplace conflicts.
• Employee Relations: Coach managers on performance management, corrective actions, and employee engagement.
• Employee Relations: Ensure consistent application of company policies and practices.
• Employee Relations: Support conflict resolution and foster a respectful workplace culture.
• Employee Relations: Conduct employee listening sessions and action planning initiatives.
• HR Business Partnership: Partner with ISC leaders to align people strategies with business objectives.
• HR Business Partnership: Provide guidance on organizational design, workforce planning, succession planning, and talent management.
• HR Business Partnership: Support change management initiatives associated with operational transformation and business growth.
• HR Business Partnership: Utilize HR metrics and workforce analytics to identify trends and drive informed decisions.
• Talent Acquisition & Workforce Planning: Partner with Talent Acquisition on hiring strategies for hourly and salaried positions.
• Talent Acquisition & Workforce Planning: Support workforce planning activities for production, maintenance, engineering, and support functions.
• Talent Acquisition & Workforce Planning: Ensure effective onboarding and integration of new employees.
• Performance & Talent Development: Drive performance management processes and coaching culture.
• Performance & Talent Development: Support talent reviews, succession planning, and development planning.
• Performance & Talent Development: Identify learning and capability-building opportunities for frontline leaders and supervisors.
• Compliance & Risk Management: Ensure compliance with labor legislation, employment standards, company policies, and safety requirements.
• Compliance & Risk Management: Support audits and HR compliance reviews.
• Compliance & Risk Management: Maintain accurate employee records and ensure integrity of HR systems.
• Compliance & Risk Management: Partner with EHS and Operations on workplace investigations and compliance matters.
• Employee Engagement: Lead engagement initiatives to improve retention, inclusion, and employee experience.
• Employee Engagement: Support recognition programs and site culture initiatives.
• Employee Engagement: Monitor turnover, absenteeism, and engagement indicators to identify improvement opportunities.

Skills

Stakeholder management

Data-driven problem solving

Analytical capabilities

Influencing skills

Education

Bachelor's degree in HR/Business/Industrial Relations/Psychology

Job description

Start your career by making an impact and real connections with some of the most meaningful challenges around. When you join Honeywell, you become a member of our performance culture comprised of diverse leaders, thinkers, innovators, dreamers, and doers who are changing the future.

Make the Best You.

Working at Honeywell is not just creating incredible things. You will collaborate with top minds, grow through continuous learning, and benefit from an inclusive environment that rewards performance and celebrate achievements.

Join Us and Make an Impact.

The Senior HR Generalist serves as the primary HR partner supporting Integrated Supply Chain (ISC) manufacturing and distribution sites in Shah Alam & Penang. This role partners closely with site leadership, operations, and employees to drive people initiatives, strengthen employee engagement, ensure compliance, and foster a positive employee relations environment.

A key focus of the role is managing labor and union relationships, supporting collective bargaining agreements, grievance handling, contract interpretation, and workforce engagement while balancing operational requirements and employee needs. The role also leads talent, organizational effectiveness, workforce planning, and change management initiatives across assigned sites.

Responsibilities:

Labor & Union Relations

• Serve as the primary HR point of contact for unionized employee populations.
• Partner with site leadership on contract administration and interpretation of collective bargaining agreements (CBAs).
• Manage grievance processes, investigations, disciplinary actions, and dispute resolution activities.
• Prepare and participate in labor-management meetings.
• Support collective bargaining negotiations and implementation of negotiated agreements.
• Partner with Legal and Labor Relations teams to ensure compliance with applicable labor laws and contractual obligations.
• Build constructive and collaborative relationships with union representatives.
• Analyze labor relations trends and recommend proactive actions to mitigate risks.

Employee Relations

• Lead investigations involving employee concerns, misconduct, policy violations, and workplace conflicts.
• Coach managers on performance management, corrective actions, and employee engagement.
• Ensure consistent application of company policies and practices.
• Support conflict resolution and foster a respectful workplace culture.
• Conduct employee listening sessions and action planning initiatives.

HR Business Partnership

• Partner with ISC leaders to align people strategies with business objectives.
• Provide guidance on organizational design, workforce planning, succession planning, and talent management.
• Support change management initiatives associated with operational transformation and business growth.
• Utilize HR metrics and workforce analytics to identify trends and drive informed decisions.

Talent Acquisition & Workforce Planning

• Partner with Talent Acquisition on hiring strategies for hourly and salaried positions.
• Support workforce planning activities for production, maintenance, engineering, and support functions.
• Ensure effective onboarding and integration of new employees.

Performance & Talent Development

• Drive performance management processes and coaching culture.
• Support talent reviews, succession planning, and development planning.
• Identify learning and capability-building opportunities for frontline leaders and supervisors.

Compliance & Risk Management

• Ensure compliance with labor legislation, employment standards, company policies, and safety requirements.
• Support audits and HR compliance reviews.
• Maintain accurate employee records and ensure integrity of HR systems.
• Partner with EHS and Operations on workplace investigations and compliance matters.

Employee Engagement

• Lead engagement initiatives to improve retention, inclusion, and employee experience.
• Support recognition programs and site culture initiatives.
• Monitor turnover, absenteeism, and engagement indicators to identify improvement opportunities.

Must have:

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Psychology, or related field.
• Minimum 7–10 years of progressive HR experience in manufacturing, supply chain, or industrial environments.
• Demonstrated experience supporting unionized workforces.
• Strong knowledge of labor law, employee relations, and collective bargaining practices.
• Experience conducting workplace investigations and managing disciplinary processes.
• Strong stakeholder management and influencing skills.
• Data-driven problem-solving and analytical capabilities.

We value:

• Experience supporting multiple manufacturing or ISC sites.
• Experience participating in collective bargaining negotiations.
• Labor Relations or Industrial Relations certification.
• Advanced HR certification (e.g., SHRM-SCP, SPHR, CHRP, CIPD, or equivalent).
• Experience in a global matrix organization.

Who We Are

The Future Is What We Make It at Honeywell. From sustainable aviation fuel and life-saving healthcare sensors to collaborating on every NASA space mission since the 1950’s, over 100 years of innovation has always been driven by an investment in our people. Learn more about Honeywell:https://www.youtube.com/watch?v=CG-rmG0eKLk

Discover More

Our focus at Honeywell is innovation that drives business, improves the bottom line and creates solutions for our customers and communities around the world. There’s a lot for you to discover. Our solutions, our case studies, our #Futureshapers, and so much more.

Honeywell is an equal opportunity employer. Qualified applicants will be considered without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, religion, or veteran status.

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Honeywell helps organizations solve the world's most complex challenges in automation, the future of aviation and energy transition. As a trusted partner, we provide actionable solutions and innovation through our Aerospace Technologies, Building Automation, Energy and Sustainability Solutions, and Industrial Automation business segments – powered by our Honeywell Forge software – that help make the world smarter, safer and more sustainable.