The Role
Leads full-scope HR activities including organizational development, talent acquisition and development, compensation and benefits, employee relations, coaching, training, HR reporting, compliance, and change management. Partners strategically with business leaders, manages university relations and apprentice programs, supports staffing and rewards processes, communicates HR policies, and drives organizational effectiveness, talent retention, and employee engagement in a matrixed environment.
Summary Generated by Built In
- An accomplished HR Full-Scope Generalist who has experience in human resources in the area of staffing, organizational interventions, compensation and benefits, organization development, employee relations, training and knowledge of Statutory compliance.
- In-depth knowledge and understanding of good practices in HR management, particularly with respect to: Recruitment and resourcing; Compensation and reward; Learning and talent management; Employee Relation; Organizational planning and change.
Successful track record of initiating People strategies to support business growth and change.
- Demonstrated strategic thinking, understanding of business and execution excellence.
- Strong capability in managing dynamic and matrix relations with different stakeholders.
Excellent influencing, communication and presentation skills.
- Leadership building/management (at all levels), strong business connectivity and influencing skills working with senior leaders and partnering with Honeywell HR consul, lead employee consultation and communication effectively.
- Result orientation with high productivity; strong desire for success.
Responsibilities:
- Organization Development - Strong HR Knowledge of organizational development -Alignment of organizational processes, systems and culture with key business priorities, design optimal organizational structures, understand organization and cultural needs and drive change management.
- University Relations: Plan and lead engagement initiatives with partner colleges based on business needs; manage end-to-end hiring and induction programs; and oversee apprentice hiring and statutory compliance in partnership with an external vendor.
- Talent Development -Manage key Process and people .Own Talent development and execution, drive key talent retention & development efforts, ensure successful on boarding including orientation and new manager assimilation.
- Coaching Strong ability to provide coaching/ counseling to both employees and business leaders in performance reviews, performance improvement plans, identification of key talent and other areas of employee management.
- HR Reporting & Analysis -Report, track, manage and analyze census for area of responsibility. Validate integrity of job and comp data. Exposure to PeS preferred.
- Compensation Consultation -Drive consistent comp practices with managers including annual Compensation revision consultation, benchmarking all offers and promotions.
- Staffing -Assist in staffing delivery and drive success of shared staffing solutions, assist manager in talent selection and follow process and practice as defined by staffing COE.
- Benefits -Communicate benefits policies to managers and employees provide specialist intervention as required. Manage HR processes, policies, and procedures.
- Employee Rewards -Manage eligibility & process for incentive plans, progression, and R&R programs Communication -Ensure and/or develop and deliver business communications and communicate HR policies.
- Business and Strategic Partnering -Contribute to the development and accomplishment of organization-wide business plan and objectives. Knowledge about design of work systems in which people succeed and contribute. Business oriented thinking and approach, knowledge of finance and accounting to be able to appreciate business deliverables. Accountable and responsible for HR cost rationalization and measurement of all HR programs and processes.
- Labour and Site Compliances: The person should have basic knowledge to manage the labour and site compliances and adhere to local laws and regulations.
YOU MUST HAVE
Preferably an MBA from a reputed institute, majoring in HR
At least 5- 8 yrs years of experience in the HR domain with appropriate experience in the HR generalist function in good MNC organizations.
Drive organizational effectiveness
Lead change
Manage talent
Build relationships and broker services
Act as a coach and confidant
Administrative support
Lead training and development
WE VALUE
Some Human Resources experience
Excellent communication skills
Ability to influence at varying levels across the organization
Ability to handle multiple priorities and navigate in a highly matrixed environment
Individuals who are self-motivated and able to work with little supervision, who consistently take the initiative to get things done, do things before being asked by others or forced to by events.
Ability to artfully convey even subtle or complex messages clearly, as appropriate for the topic and audience
Skills Required
- MBA from a reputed institute, preferably majoring in Human Resources
- 5–8 years of experience in Human Resources, including HR generalist experience in multinational organizations
- Experience driving organizational effectiveness
- Experience leading organizational change
- Experience managing talent
- Ability to build relationships and broker services
- Ability to act as a coach and confidant
- Experience providing administrative support
- Experience leading training and development
- Excellent communication skills
- Ability to influence stakeholders at varying organizational levels
- Ability to manage multiple priorities in a highly matrixed environment
- Self-motivated, proactive, and able to work with little supervision
- Ability to communicate subtle or complex messages clearly to different audiences
- Knowledge of statutory, labor, and site compliance
- Knowledge of compensation, benefits, employee relations, recruitment, talent management, organizational planning, and change management
Honeywell Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Honeywell and has not been reviewed or approved by Honeywell.
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Retirement Support — Retirement benefits are anchored by a strong 401(k) match with clear vesting and annual funding mechanics. Plan administration and education resources further reinforce long‑term savings support.
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Leave & Time Off Breadth — Time away provisions include company holidays, flexible vacation for many exempt roles, and paid sick time. These policies contribute meaningful breadth beyond base pay.
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Parental & Family Support — Paid parental leave is available to all parents with flexible usage options, and certain family‑building supports are included. Birth mothers can coordinate leave with short‑term disability for extended coverage.
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The Company
What We Do
Honeywell is a Fortune 500 company that invents and manufactures technologies to address tough challenges linked to global macrotrends such as safety, security, and energy. With approximately 110,000 employees worldwide, including more than 19,000 engineers and scientists, we have an unrelenting focus on quality, delivery, value, and technology in everything we make and do.
