Sr Director HR

Honeywell Aerospace US LLC in; Phoenix (AZ); On-site; USD 230,000 - 320,000; Full time

Job summary

Honeywell Aerospace US LLC in Phoenix seeks a Senior Director HR to shape people strategy for the CTO and to lead organizational design, workforce planning, and leadership coaching across the CTO client group. The role reports to the Vice President HR – IT & CTO and requires executive presence, strategic insight, and hands-on problem solving.

You will partner with senior executives, drive talent architecture and succession planning, and use data analytics to inform decisions.

Qualifications

• Minimum 8 years of progressive HR leadership experience.
• Experience in organizational design, workforce planning, succession planning, and performance management.
• Experience in HRIS systems.

Responsibilities

• 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.
• 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.
• Architect and drive end-to-end talent strategies to attract, develop, retain, and deploy talent aligned to business priorities.
• 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.
• 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.
• 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, well-being, inclusion, and diversity.
• Model transparent coaching and feedback practices that accelerate leadership capability and organizational effectiveness.
• Lead and develop a team of HR professionals, providing direction, coaching, and development to build a high-performing HR organization.
• Partner closely with Regional HR Partners, COEs, and HR Transformation teams to ensure alignment and execution of enterprise initiatives.
• Ensure compliance with employment laws, policies, and ethical standards.

Skills

HR leadership

Organizational design

Workforce planning

Succession planning

Performance management

HR data analytics

Education

Bachelor's degree in HR or related field

Tools

HRIS systems

Job description

Sr Director HR (Finance)

As a Senior Director Human Resources, you will lead and oversee Honeywell Aerospace's people strategy for the Chief Technology Office (CTO) and drive Engineering and Program Management functional excellence across each of the businesses. This senior HR leadership role partners directly with the SVP, Chief Technology Officer and works closely with the CTO Sr Leadership Team and functional executives to architect and deliver talent and organizational strategies that directly enable business outcomes.

This role goes beyond traditional HR partnership – it requires strong business acumen, executive‑level presence, and change leadership, 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.

Reporting to the Vice President HR – IT & CTO and operating in a highly matrixed, fast‑paced, and transformation‑oriented environment.

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.
• Lead organizational design and workforce planning to ensure structure, roles, and capabilities align with current and future business strategy.

Organizational Design, Workforce Planning & Change Leadership

• 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.
• 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, well‑being, inclusion, and diversity.
• Model transparent coaching and feedback practices that accelerate leadership capability and organizational effectiveness.

HR Team Leadership & Enterprise Collaboration

• Lead and develop a team of HR professionals, providing direction, coaching, and development to build a high‑performing HR organization.
• Partner closely with 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.

Qualifications

YOU MUST HAVE

• Minimum 8 years of progressive HR leadership experience.
• Experience in organizational design, workforce planning, succession planning, and performance management.
• Experience in HRIS systems

WE VALUE

• Bachelor's degree in human resources, business administration, or related field.
• Executive presence with the confidence and credibility to operate effectively with highly experienced leaders.
• Strong change leadership, influence, and stakeholder management skills.
• Comfort balancing strategic leadership with hands‑on execution.
• Experience in large, global, or technology‑driven organizations (preferred).
• 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.