The Finance Director, Executive Compensation plays a critical role within HON, leading the financial design, analysis, and governance of executive compensation programs while contributing insight and analytical support to broader enterprise and Corporate FP&A initiatives. This role requires a hands-on, analytically strong leader who thrives in complexity, values influence over hierarchy, and seeks meaningful exposure to enterprise decision-making.

As part of Corporate FP&A, you will partner closely with the CFO and the HON Senior Leadership Team, providing a front-row seat to enterprise financials, strategy, and business performance. You will also manage one direct report.

This role bridges Finance and HR to ensure compensation structures support performance, retention, and shareholder value, and it supports the strategic planning cycle through modeling, governance, and decision support.

The executive compensation process uses the STRAP as a springboard for creating an effective incentive compensation program. Working closely with HR and Pay Governance, this role has high visibility with the CHRO, CFO, CEO, and the Management Development & Compensation Committee (MDCC). A global mindset, strong financial acumen, and leadership capabilities are essential. Building strong relationships with SBGs and corporate functional leaders is critical to success.

YOU MUST HAVE:

• Minimum of 10+ years in areas of increasing responsibility in a finance function
• Industrial and/or technology manufacturing industry experience is ideal
• Must have managed teams
• Experience developing forecasts and operating plans and related analytics
• Exceptional problem solving and analytical skills (linking results to drivers)
• Ability to translate complex business and financial issues into readily understandable terms
• Multi-tasking capabilities; professionally handles the pressure of meeting multiple, high-priority deadlines.
• Ability to quickly identify subtle patterns and trends
• Previous experience in managing junior team members, demonstrated ability to train, teach, or coach finance professionals
• Proficiency in Hyperion, Oracle Essbase and ERP systems, including SAP
• Capability and desire to assume broader roles in the future

WE VALUE

• Bachelor's Degree in finance, accounting or related field preferred. Masters Business Administration and/or CPA will be favorably viewed.
• Extensive financial systems and reporting experience
• Experience developing forecasts and operating plans
• Exceptional analytical skills (linking results to drivers)
• Direct communication with clarity at all levels
• Demonstrated leadership and influencing skills
• Self-motivated, results-oriented and assertive individual
• The ability to make consistent and timely decisions
• The ability to quickly identify subtle patterns among issues
• Proficiency in Hyperion, Oracle and SAP systems

Key Responsibilities:

• Partner closely with Compensation & Benefits to shape HON’s executive compensation strategy, ensuring strong alignment between pay, performance, shareholder interests, and enterprise strategy.
• Design, build, and maintain advanced financial models supporting annual and long-term incentive plans, including scenario analysis, sensitivity testing, and target-setting.
• Support senior leadership in setting compensation targets and assessing performance against those targets, providing clear, objective financial insights to inform decisions.
• Serve as the primary FP&A point of contact for executive compensation discussions with senior leaders.
• Lead preparation of financial analyses, modeling outputs, and executive-ready materials for Management Development & Compensation Committee (MDCC) discussions.
• Partner with HR, Legal, and Investor Relations to ensure accurate disclosures, consistent messaging, and compliance with SEC regulations and executive compensation governance best practices.
• Play a key role during proxy season, helping translate complex financial outcomes into clear narratives for senior leadership and external stakeholders.
• Participate in cross-functional and enterprise-wide projects that increase exposure to HON’s leadership, businesses, strategy, and operating model—deepening both technical skill set and institutional knowledge.
• Recruit, develop, and retain a high-performing team.

Year 1 Success Metrics

Success will be recognized for credibility, judgment, and enterprise contribution and demonstrated by:

• Being a trusted Finance partner to senior leadership, Compensation & Benefits, and the MDCC, providing clear, rigorous insight on executive pay, performance, and outcomes.
• Leading high‑quality modeling, target‑setting, and performance assessments, including a smooth and well‑governed proxy and incentive season.
• Establishing a strong presence within Corporate FP&A, contributing meaningfully to enterprise planning, performance discussions, and priority FP&A initiatives