Responsibilities
Key Responsibilities
- Strategize, Formulate, and Execute Workforce Planning / SIOP Strategy, for Project Engineering (PE) global locations; Own SIOP governance and forecasting of workforce demand & supply
- Enable PE to meet its financial goals to meet OEF commitments as be PE AOP guidelines
- Determine proactively talent management interventions to ensure that the organisation has the right People with the right Skill at the right Time at the right Place
- Enabler of Talent Strategies alignment to Business Strategies.
- Optimize data driven talent decisions to manage demand and supply of talent.
Principal Responsibilities
Note: These statements are intended to describe the general nature of the job and are not intended to be an exhaustive list of all responsibilities, skills and duties.
Key Activities/Elements % Time Spent
- Drive and continuously improve, value add to PE SIOP Strategy /Deployment @ PE Locations - Involves influencing, mentoring, and collaborating with multiple global stakeholders
- Drive and continuously improve while executing SIOP process within PE Global locations with a Goal to achieve +/- 1% Census variance Say/Do.
- Collaborate and manage governance / MOS with all key stakeholders Business engineering teams, TA, HR, Finance, Engineering and Operations to establish Supply Plans
- Staffing Capacity Planning and forecasting to enable appropriate Supply Planning Strategy for RPO, Requisition management
- Integration with global SIOP practices & Tools (Work force panning Tool customized to HTS needs)
- Build team to self-sustain and grow
35%
- AOP Governance & OEF & Cost Control Strategies
- VCEP value to cost for every person enabler
- Build a very strong governance & controllership to enable HTS to deliver its OEF optimization commitment in AOP
E.g. - Structural improvements & Lower Backfill/Interns / JL Mix, ILP Cancellation, Recruitment costs, pyramid analysis
- Enable PE to meet Goal of 100% of its Non Eng Productivity targets
- Drive VCEP value to cost for every person
35%
- Talent supply and reskilling connectivity with TRR to bridge Demand and Supply gaps Strategizing talent demand and supply based on business needs Proactively and ad hoc basis
- Enable optimized SLL along with HR leadership X PE (Skill, Level and Location Demand Supply)
- Work closely with HR to enable TRR Operationalization; Drive skill demand supply mapping to Hiring Needs in TRR Goal Hiring to be at >70% of TRR Skill gaps
- Enable internal talent mobility
20%
- Driving SIOP Culture in global teams, managing a team locally
10%
Qualifications
KNOWLEDGE, SKILLS AND ABILITIES
Indicate the education level, previous experience, specific knowledge, skills and abilities required to meet minimum requirements for this position
About Us
Education level and/or relevant experience(s) and other skills
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.
