HR Director PA Global Sales & Marketing

As the HR Director for PA Global Sales & Marketing at Process Automation, you will play a critical role in developing and implementing talent strategies and initiatives to support the Commercial transformation and excellence objectives of SBG with the Senior Leaders.

This role drives organizational effectiveness, talent strategy, workforce planning, and capability development to accelerate top line growth and sales productivity

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.

Education & Experience

• Bachelor's degree in HR, Business Administration, or related field (MBA preferred).
• 10+ years of HR experience, with strong exposure to supporting Sales or Commercial organizations.
• Experience in fast-paced, growth-oriented environments.

Skills & Competencies

• Strong understanding of commercial sales models and revenue drivers.
• Expertise in talent management, org design, and performance optimization.
• Proven ability to influence senior stakeholders and drive change.
• Analytical mindset with proficiency in HR metrics and business data.
• Excellent communication, stakeholder management, and problem-solving skills.

Reporting Structure

• Reports to: Sr. HR Director, SBG Commercial Functions
• Key stakeholders: Chief Commercial Officer, Customer Marketing Leader, Sales Leaders, Finance, Sales Enablementt

Strategic Business Partnership

• Partner with Commercial Sales leadership to shape and execute people strategies aligned with business goals.
• Translate business priorities (growth targets, market expansion, customer segmentation) into HR initiatives.
• Provide insights on workforce trends, talent risks, and organizational health.

Sales Talent Strategy & Workforce Planning

• Design and implement talent acquisition strategies focused on high-performing sales profiles.
• Lead workforce planning aligned with sales coverage models and territory design.
• Identify capability gaps and build pipelines for critical sales roles.

Sales Capability & Enablement

• Partner with Sales Enablement teams to enhance onboarding, training, and ongoing development programs.
• Drive initiatives to improve sales effectiveness, productivity, and quota attainment.
• Support design of competency models and career paths for sales professionals.

Performance Management & Incentives

• Oversee performance management processes tailored to commercial sales environments.
• Collaborate with Total Rewards teams on incentive design (e.g., commissions, bonuses, SPIFs).
• Analyze performance data to drive accountability and improve outcomes.

Organizational Design & Effectiveness

• Support org design changes, including restructuring, scaling, or market expansion initiatives.
• Optimize team structures, reporting lines, and role clarity to maximize sales efficiency.
• Lead change management efforts during transformation programs.

Leadership Development & Coaching

• Coach and develop sales leaders on people management, performance leadership, and talent decisions.
• Drive succession planning and leadership pipeline development.

HR Analytics & Insights

• Leverage HR data and sales metrics to generate actionable insights (e.g., productivity, turnover, ramp time).
• Track KPIs such as time-to-fill, quota attainment, retention, and engagement.
• Provide data-driven recommendations to business leaders.

Reporting Structure

• Reports to: Sr. HR Director, SBG Commercial Functions
• Key stakeholders: Chief Commercial Officer, Customer Marketing Leader, Sales Leaders, Finance, Sales Enablementt

Strategic Business Partnership

• Partner with Commercial Sales leadership to shape and execute people strategies aligned with business goals.
• Translate business priorities (growth targets, market expansion, customer segmentation) into HR initiatives.
• Provide insights on workforce trends, talent risks, and organizational health.

Sales Talent Strategy & Workforce Planning

• Design and implement talent acquisition strategies focused on high-performing sales profiles.
• Lead workforce planning aligned with sales coverage models and territory design.
• Identify capability gaps and build pipelines for critical sales roles.

Sales Capability & Enablement

• Partner with Sales Enablement teams to enhance onboarding, training, and ongoing development programs.
• Drive initiatives to improve sales effectiveness, productivity, and quota attainment.
• Support design of competency models and career paths for sales professionals.

Performance Management & Incentives

• Oversee performance management processes tailored to commercial sales environments.
• Collaborate with Total Rewards teams on incentive design (e.g., commissions, bonuses, SPIFs).
• Analyze performance data to drive accountability and improve outcomes.

Organizational Design & Effectiveness

• Support org design changes, including restructuring, scaling, or market expansion initiatives.
• Optimize team structures, reporting lines, and role clarity to maximize sales efficiency.
• Lead change management efforts during transformation programs.

Leadership Development & Coaching

• Coach and develop sales leaders on people management, performance leadership, and talent decisions.
• Drive succession planning and leadership pipeline development.

HR Analytics & Insights

• Leverage HR data and sales metrics to generate actionable insights (e.g., productivity, turnover, ramp time).
• Track KPIs such as time-to-fill, quota attainment, retention, and engagement.
• Provide data-driven recommendations to business leaders.