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.
You will report to the Vice President HR – IT & CTO and operate in a highly matrixed, fast‑paced, and transformation‑oriented environment.
ResponsibilitiesKEY 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.
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.
Skills Required
- Minimum 8 years of progressive HR leadership experience.
- Experience in organizational design, workforce planning, succession planning, and performance management.
- Experience with HRIS systems.
- Executive-level presence and experience partnering with senior executives.
- Strong working knowledge of Microsoft Excel, including pivot tables and lookup functions, and data analysis techniques.
- Bachelor's degree in human resources, business administration, or related field.
- Experience in large, global, or technology-driven organizations.
- Strong change leadership, influence, and stakeholder management skills.
- Experience leading and developing a team of HR professionals.
- Ability to handle confidential and sensitive information with discretion.
- Knowledge of local employment laws and regulations.
The Aerospace Corporation Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about The Aerospace Corporation and has not been reviewed or approved by The Aerospace Corporation.
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Retirement Support — The 401(k) plan provides a company‑paid contribution of 8–12% based on years of service with immediate eligibility and vesting, and eligible employees can access retiree medical benefits.
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Leave & Time Off Breadth — Paid time off includes 15 vacation days (rising to 20 after five years), nine paid holidays, and unlimited sick time for exempt employees with accruals for non‑exempt staff.
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Flexible Benefits — Flexible work models include a 9/80 schedule with alternating Fridays off, supported by backup care services, an EAP, relocation assistance, and home‑office stipends where applicable.
The Aerospace Corporation Insights
What We Do
The space enterprise has been transformed by rapid change and growth. New vehicles for national security space, a more rapid launch cadence, proliferated satellite constellations, the pursuit of interplanetary exploration, and thriving commercial ventures are changing the nature of the space industry. The Aerospace Corporation (Aerospace) is a leading architect for U.S. space programs, shaping efforts to outpace threats to our national security while cultivating the technologies needed to further this new era of space commercialization and exploration. Aerospace works across the space enterprise in service of the public interest. In addition to supporting the Department of Defense and the Intelligence Community, our customers include NASA, NOAA, numerous federal agencies, and commercial space — all of whom benefit from our deep technical knowledge. We only pursue business related to the space mission and complementary fields, operating as the nation’s trusted partner to solve the toughest challenges and develop reliable and innovative technologies. Innovation in space occurs when people have the freedom to imagine and do. At Aerospace, we take pride in our readiness to solve some of the most complex challenges in the space enterprise.
Why Work With Us
We are a non-profit corporation chartered by the government to work on the hardest problems in space. We employ technical experts in every discipline of space-related science and engineering who touch every part of the US space program. Come join us as we make an impact bigger than ourselves.
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