Vice President Human Resources Jobs in Decatur, GA

As the HR Director you will develop, implement, and own HR and talent strategies for the global BMS (Building Management Systems) business. You will partner with and influence leaders to lead transformational initiatives in talent acquisition, talent management, employee experience, and organization development/effectiveness. You will leverage your HR functional experience and organizational savvy to align business objectives with critical human resources and talent solutions. You will report directly to VP HR for Products and will work out of our Atlanta, GA office.

In this role, you will leverage your expertise to drive talent strategies and build high performing teams through effective and inclusive relationships with colleagues and stakeholders to promote a culture of trust, respect, and commitment. You will Architect and drive tailored talent strategies that effectively align with business objectives, and work to establish a strong connection between the organization's requirements and optimizing talent to deliver results.

Your strategic leadership role will ensure that Honeywell attracts and retains top talent, develops its employees, and enhances their engagement and well-being. By championing inclusion, managing labor relations effectively, and leading management initiatives, you will contribute to a thriving and agile workforce. Overall, your role is pivotal in driving Honeywell's long-term success by nurturing its most valuable asset-its people.

YOU MUST HAVE

• 7+ years of professional HR experience
• A hands-on person who possesses the best combination of strategic thinking and drive to achieve tangible business results.
• Ability to balance theoretical thought with practical experience.
• Strong influence skills and to lead cross-functional and cross-cultural teams
• Experience in a service-based organization
• Work independently decisions within degree of authority
• Proven track record of leading projects

WE VALUE

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• MBA strongly preferred
• Track record of implementation of people initiatives with field based organizations
• Extensive experience in positions of increasing responsibility
• Ability to adapt quickly in changing environment
• Capable of leading change
• Ability to build consensus with leadership teams
• Financial acumen and ability to communicate complex decisions
• Ability to deploy and gain acceptance of new approaches and objectives
• Ability to distil large amount of data for actionable insight

Lead Organizational Design & Workforce Planning

• Ensure the structure, jobs, and skills in the company match its long-term plans and goals while providing employees with meaningful career experiences
• Develop and manage workforce strategies and align HR priorities to deliver business results
• Assess & manage labour costs & efficiency
• Drive company change, be aware of how the external market is evolving, and adapt to new ways of working to enable growth
• Drive HR excellence across the direct and matrixed HR team, ensuring delivery of high-quality services and support to the organization.
• Align processes for strong and valid succession plans and development programs.
• Partner with Tier 3 and 4 leaders to drive effectiveness in engagement, performance management, and career development.
• Develop stakeholder change management plans to support organizational change.
• Provide organization development and effectiveness strategies.
• Benchmark the HR function and implement continuous improvement programs.

Architect & Drive End-to-End Talent Strategies

• Develop and deploy a talent strategy, bringing the holistic talent view to implement solutions in talent acquisition, succession planning, learning and development to ensure we attract, develop, and retain the best talent. Partner with HR COE leaders to drive the strategy.
• Design and own innovative talent solutions to find, hire, grow, and keep talent aligned to the business strategy
• Expect and reward high performance, address problems, and calibrate performance assessment across teams
• Make sure succession plans are up-to-date, healthy, and realistic
• Identify upcoming talent and find opportunities to enable career growth in the business and within the HR function
• Communicate plans and ensure alignment with Regional HR Partners, HR Transformation Leaders, and COEs

Partner With & Coach Leaders, build culture

• Partner with all business and SBG/Corp functional leaders and directs. Be the coach and confidant for the BA leader and her/his direct reports . Advise on all critical matters that will help the business growth in the sub region.
• Give candid, unbiased coaching, advice, and feedback to leaders
• Influence leaders to engage their workforce and foster a workplace well-being culture that values inclusion
• Run deep analysis on the Building Automation Voice Of Employee survey and ensure key findings have been worked upon. Hold key leaders accountable for owning , executing and communicating their actions