Human Resources Manager - Enterprise CoEs and Global Software Organization

Eaton\u2019s ES AMER Sector Integration division is currently seeking a Human Resources Manager - Enterprise CoEs and Global Software Organization. Relocation assistance is also available to candidates who currently reside in the US.\n\nThe expected annual salary range for this role is $130000 - $190000 a year. This position is also eligible for a variable incentive program.\n\nPlease note the salary information shown above is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations. \n\n## What you\u2019ll do:\n\nEaton\u0027s Research and Development Engineering team is currently seeking a Regional Human Resources Manager. This is a hybrid work schedule based out of Moon Township, PA; Beachwood, OH; Raleigh, NC; or Menomonee Falls, WI with up to 25% travel. \n \nAs the Human Resource Manager for the Enterprise Centers of Excellence and Global Software Organization, you will lead the Human Resources function for approximately 250 employees directly with additional client group support for 750 Engineering CoE and Global Software organization employees globally. The successful candidate will deliver on organizational capabilities that drive growth and advance Eaton\u0027s culture by fostering engagement and driving HR Functional Excellence through the extended Human Resources Team to achieve our goals and objectives, as well as continue to ensure Eaton best practices are shared across the research and development engineering function. \n \nAs a strategic business partner, you will work with the Enterprise CoEs and Global Software Organization leadership teams to drive change, aligning human resources programs and initiatives with strategic objectives and annual business goals. You will also provide leadership guidance, mentoring and change management expertise to lead through cycles of improvement, ensuring alignment of key programs and initiatives and driving change management plans to maximize organizational effectiveness. \n \nThis role is critical to: \n\u2022 Enabling sustained growth and execution excellence \n\u2022 Building a strong leadership bench and high-performing teams \n\u2022 Driving a culture of accountability, inclusion, and continuous improvement \n\u2022 Navigating global workforce complexity, regional labor considerations, and cross-cultural leadership challenges \n\u2022 Acting as a change champion and trusted advisor during periods of transformation\n\n## In this role, you will:\n\n\u2022 Serves as a key leader for employees to connect with the human resources team, while promoting Eaton values and providing courteous and timely service to all employees \n\u2022 Collaborate with business leaders to develop and implement HR strategies that support business objectives and drive organizational effectiveness. Build organizational capability through ownership of talent management processes including: talent assessment, performance management and employee development. \n\u2022 Provide leadership guidance and mentoring. Develop and implement solutions to organizational challenges by leading/coaching others through change. \n\u2022 Drive programs in key areas, examples include annual merit planning, employee census tools, performance management, OCA/talent development, leadership development programs, footprint evaluation, etc. Provide analysis and recommendations for program improvement and creation. \n\u2022 Act as a key stakeholder in the Engineering technology leadership development program to pipeline talent to meet our core and emerging talent requirements. Engage as a subject matter expert in technical talent development strategies and career coaching. Design program expectations in alignment with R\u0026D Engineering growth and development priorities. \n\u2022 Facilitate a culture where best practices are shared across HR and the businesses, while identifying opportunities for synergy and integration of best practices. Participate in Corporate, cross-group, and cross- functional task teams, often taking the lead role in specific aspects of these programs across the enterprise. \n\u2022 Drive positive employee relations to provide an optimal work environment for all employees. Effectively deploy communication plans and utilize assessment tools (e.g. the employee survey) to determine organizational issues and action plans. \n\u2022 Manage all KPI reporting for Talent Management, including Performance Management, Engagement, I\u0026D, Footprint, and Talent Assessment. Develop, interpret and present a point of view with respect to analytics/KPIs. \n\u2022 Own talent acquisition strategy to support technical talent needs due to business growth. Support workforce planning through planning headcount, manning levels, and recruitment. \n\u2022 Evaluate and mitigate talent risks by leveraging business analytics and processes. Lead communication of metrics and data between business levels, centers of excellence, and group leadership teams. Provide reporting and analytics education to the larger HR community to drive a focus on strategic storytelling with data. \n\u2022 Manage and develop employee compensation/reward and recognition programs, including benchmarking with external marketplace. \n\u2022 Introduce \u0026 implement HR policies \u0026 procedures in accordance with Eaton standards. Understand and considers all applicable legal implications when making business decisions and protect the organization by ensuring compliance with all state and country labor laws.\n\n## Qualifications:\n\nBasic (Required) Qualifications: \n\u2022 Bachelor\u2019s Degree from an accredited institution. \n\u2022 Minimum of seven (7) years of progressive Human Resources experience. \n\u2022 Eaton will not consider applicants for employment immigration sponsorship or support for this position. This means that Eaton will not support any CPT, OPT, or STEM OPT plans, F-1 to H-1B, H-1B cap registration, O-1, E-3, TN status, I-485 job portability, etc.\n\n \n \nPreferred Qualifications: \n\u2022 Master\u2019s degree in business administration or human resources from an accredited institution. \n\u2022 Minimum of two (2) years of people leadership experience. \n\u2022 Previous experience delivering comprehensive HR Manager support to dispersed workforces \n\u2022 Prior experience with development of HR systems and strategies and leadership/organizational development. \n\u2022 Experience supporting multiple sites or regions. \n\u2022 Demonstrated ability to influence and coach senior leaders. \n\u2022 Strong project management and organizational skills. \n\u2022 PHR or SHRM Certification.\n\n## Skills:\n\n\u2022 Demonstrated critical thinking and business acumen with a passion for driving results. \n\u2022 Ability to build organizational capability through ownership of talent management processes including acquisition, assessment, performance management, employee development, succession planning and retention. \n\u2022 Excellent verbal and written communication skills with proven ability to always maintain discretion and professionalism. \n\u2022 Strong employee relations skills with the proven ability to drive change and leadership accountability through coaching and facilitation. \n\u2022 Strong people leadership and influencing ability with the proven ability to empower, develop, and motivate and others. \n\u2022 Demonstrated ability to implement programs and strategies focusing on employee involvement and employee ownership that results in a high sense of employee engagement.\n\nAll positions may require participation in video and in-person interviews as part of the hiring process. All candidates will be evaluated based on job-related competencies, and all candidates\u2019 privacy rights and data security will be protected in accordance with applicable laws. \n\nWe are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant\u0027s race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.\n\nEaton believes in second chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws.\n\nYou do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Eaton is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report.\n\nTo request a disability-related reasonable accommodation to assist you in your job search, application, or interview process, please call us at 1-800-836-6345 to discuss your specific need. Only accommodation requests will be accepted by this phone number.\n\nWe know that good benefit programs are important to employees and their families. Eaton provides various Health and Welfare benefits as well as Retirement benefits, and several programs that provide for paid and unpaid time away from work. Click here for more detail: Eaton Benefits Overview. Please note that specific programs and options available to an employee may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.\n