The Opportunity

About Honeywell JOB DESCRIPTION Honeywell International Inc. (Nasdaq: HON) invents and commercializes technologies that address some of the world's most critical challenges around energy, safety, security, air travel, productivity, and global urbanization. We are a leading software-industrial company committed to introducing state-of-the-art technology solutions to improve efficiency, productivity, sustainability, and safety in high growth businesses in broad-based, attractive industrial end markets. Our products and solutions enable a safer, more comfortable, and more productive world, enhancing the quality of life of people around the globe. Learn more about Honeywell: click here

THE BUSINESS GROUP The Corporate Strategic Business Group (CORP SBG) at Honeywell is a division focused on corporate-level functions and initiatives that support the overall operations and strategy of the company. It is responsible for overseeing areas such as finance, legal, human resources, communications, and corporate governance, working closely with other business units and SBGs to ensure alignment and coordination across the organization. The CORP SBG plays a crucial role in the overall strategic direction and management of Honeywell's corporate functions and operations, supporting the company's business objectives.

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. Learn more about inclusion and diversity : click here

THE POSITION As a Director Human Resources , you will play a critical and influential role in shaping and executing Honeywell’s people strategy for client groups within CORP Finance to include Controllership, Audit, and Global Business Services. This senior HR leadership role partners closely with experienced General Managers, Vice Presidents, 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.

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

Responsibilities 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 cost, workforce productivity, and efficiency to support sustainable business performance.
Drive and lead organizational change, 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

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.
Strong capability in organizational design, workforce planning, succession planning, and performance management.
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.
Executive presence with the confidence and credibility to operate effectively with highly experienced leaders.
Strong change leadership, influencing, and stakeholder management skills.
Comfort balancing strategic leadership with hands‑on execution.
Experience in large, global, or technology‑driven organizations (preferred).

Benefits Of Working For Honeywell In addition to a competitive salary, leading-edge work, and developing solutions side-by-side with dedicated experts in their fields, Honeywell employees are eligible for a comprehensive benefits package. This package includes employer subsidized Medical, Dental, Vision, and Life Insurance; Short-Term and Long-Term Disability; 401(k) match, Flexible Spending Accounts, Health Savings Accounts, EAP, and Educational Assistance; Parental Leave, Paid Time Off (for vacation, personal business, sick time, and parental leave), and 12 Paid Holidays. For more information visit: click here

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 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.