Director, HR Acquisitions and Divestments

Eaton Corporation•Beachwood, OH

3d•$165,000 - $242,000•Hybrid

About The Position

Eaton is currently hiring a Director, HR Acquisitions & Divestments to join our corporate team. This position can be based at the Beachwood, OH location or remotely within the US. The Director, HR Acquisitions and Divestments serves as a HR transaction leader responsible for shaping and executing the people strategy for global acquisitions, divestitures, joint ventures, minority investments, and related portfolio actions. The role partners with Strategy & Corporate Development, business executives, Legal, Finance, HR Centers of Excellence, and regional HR teams to translate transaction objectives into integrated HR strategies, risk mitigation plans, and operational execution from diligence through close and post-close stabilization.

Requirements

Bachelor’s Degree from an accredited institution
Minimum ten (10) years’ progressive human resources experience
Demonstrated experience partnering with senior leaders on complex business, transformation, integration, separation, or transaction-related initiatives
Experience in manufacturing, industrial, or global matrix environments at a leadership level
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.

Nice To Haves

Master’s degree in business, human resources, labor relations, organizational development, or related field
Experience leading HR workstreams for acquisitions, divestitures, integrations, separations, transition services, employee matters agreements, or other complex transactions
Experience influencing transaction documents, employee communications, retention strategies, operating model decisions, or Day 1 readiness plans
Strategic HR leadership capability with ability to translate business and transaction objectives into people strategies, risk mitigation plans, and executable workplans
Executive presence, influence, communication, and coaching skills with senior leaders, deal teams, legal partners, and cross-functional stakeholders
Strong analytical capability, including ability to assess workforce, labor, compensation, benefits, HR systems, compliance, culture, organization, and talent data to inform transaction decisions
Advanced project and program management skills, including governance, issue resolution, risk tracking, milestone management, and cross-functional accountability
Ability to operate effectively in ambiguous, confidential, time-sensitive, and globally matrixed environments
Broad knowledge of HR operations, employment practices, employee relations, compensation, benefits, payroll, HR technology, talent, communications, and change management
Strong knowledge of Eaton HR policies, practices, processes, systems, and governance expectations
Proven ability to balance strategic direction with tactical execution and deliver results through others without direct authority

Responsibilities

Provide Strategic HR Transaction Leadership: Serve as a HR advisor to Strategy & Corporate Development, business leaders, Legal, Finance, and HR leadership on people-related transaction strategy, risks, obligations, and execution requirements. Translate deal objectives into HR strategies that support value creation, business continuity, compliance, and employee experience.
Conduct Strategic HR Analysis and Risk Assessment: Lead comprehensive analysis of workforce, labor, compensation, benefits, talent, culture, organization design, HR systems, and employee relations data to identify risks, cost implications, valuation inputs, and recommended deal positions for senior leader decision-making.
Lead HR Due Diligence and Early Integration Planning: Direct the HR due diligence process by coordinating Eaton specialists, Centers of Excellence, regional HR teams, and target company HR contacts to assess employment terms, labor matters, compliance, leadership and talent, culture, organization, compensation, benefits, and HR technology. Convert diligence findings into early integration, Day 1 readiness, separation, retention, communications, and transition service actions.
Manage HR Transaction Workstreams and Governance: Establish and manage HR workplans, milestones, issue logs, risks, decision points, and escalation processes to ensure transaction deliverables are completed accurately and on time. Coordinate cross-functional owners and maintain executive visibility to key HR dependencies and risks.
Influence Legal and Commercial Transaction Documents: Provide HR input and recommended positions for purchase and sale agreements, employee matters agreements, transition service agreements, employment agreements, restrictive covenants, retention programs, benefits provisions, and other transaction documents to ensure identified risks, obligations, and commitments are appropriately addressed.