HR Director, Residential and Wiring Devices

Eaton Corporation•Coraopolis, PA

1d•$182,000 - $266,000•Onsite

About The Position

Eaton is seeking a Human Resources Director for its Residential and Wiring Devices (RWD) business within the Electrical Sector Americas region. The position is based in Pittsburgh, Pennsylvania, and requires approximately 25% travel. The HR Director serves on the RWD senior leadership team and advises the Senior Vice President and General Manager. The role translates business strategy into workforce, organization, talent, and culture strategies for a business with approximately $1.4 billion in revenue, eight manufacturing facilities, and more than 5,200 employees across the United States, Puerto Rico, the Dominican Republic, Mexico, and China. The HR Director leads people and organization strategies supporting growth, productivity, operational excellence, employee engagement, and customer performance. The position reports directly to the Senior Vice President and General Manager of the RWD business and functionally to the Group Vice President of Human Resources for ARS.

Requirements

Bachelor’s degree from an accredited institution.
At least 12 years of progressively responsible Human Resources experience, including significant senior HR business partner experience supporting a complex, multi-site organization.
Demonstrated experience leading Human Resources teams and influencing senior business leaders in a matrixed environment.
Experience leading HR for a business unit, organization, or division.
Working knowledge of applicable local, state, federal, and provincial employment laws and employment practices.
Expertise in workforce strategy, organization design, leadership and organization effectiveness, succession planning, and change leadership.
Strong labor and employee relations capability, including building constructive relationships and strengthening leader accountability.
Strong business acumen and ability to connect people and organization strategies to growth, productivity, customer, and operating performance outcomes.
Ability to use workforce analytics, employee insights, and business data to diagnose issues, influence decisions, and measure impact.
Executive communication, business writing, facilitation, and coaching skills.
Ability to lead, align, empower, and develop geographically dispersed HR teams.
Strong drive for results, sound judgment, and ability to lead cross-functional priorities in a complex matrixed environment.
Applicants must not require employment immigration sponsorship or support for this position; Eaton states it will not support CPT, OPT, STEM OPT, F-1 to H-1B, H-1B cap registration, O-1, E-3, TN status, I-485 job portability, or similar plans.

Nice To Haves

Master’s degree in Human Resources, business, organizational development, or a related discipline and/or a recognized HR certification.
Senior-level HR leadership experience in a complex manufacturing, industrial, or field-based business with hourly and salaried populations.
Experience supporting operations across multiple countries, cultures, and manufacturing sites.
Experience leading people-related aspects of growth, transformation, restructuring, or significant operational improvement initiatives.

Responsibilities

Serve as a trusted advisor and strategic partner to the Senior Vice President and General Manager and RWD senior leadership team, bringing a people, organization, and culture perspective to business decisions.
Translate business strategy into workforce and organization strategy, including long-range workforce planning, organization design, capability building, succession, and talent deployment.
Lead organization and leadership effectiveness efforts that support growth, productivity, customer performance, and operational excellence.
Build a diverse leadership pipeline and succession plans for critical roles, and ensure disciplined talent assessment, development, deployment, and retention.
Lead people-related aspects of business transformation, restructuring, and significant organizational changes.
Strengthen hourly workforce strategies covering attraction, retention, frontline leadership capability, employee relations, and development of critical manufacturing skills.
Use workforce insights, employee listening, and analytics to identify risks, evaluate organizational health, inform decisions, and measure people-strategy impact.
Lead, develop, and align the RWD Human Resources organization across countries and sites, establishing accountability, building capability, and enabling consistent execution while addressing local business needs.
Build organizational capability through talent acquisition, performance management, leadership development, succession planning, career development, and retention strategies.
Partner with Compensation to shape and deploy competitive compensation, reward, and recognition programs aligned with enterprise policy and a pay-for-performance culture.
Foster leader ownership and accountability for employee experience, talent outcomes, culture, and organizational health.
Promote positive employee and labor relations and ensure employment practices comply with applicable laws, regulations, and company policies across the business footprint.
Partner with business, site, and HR leaders on communication and engagement strategies and turn employee listening insights into measurable action plans.
Champion Eaton’s culture and operating system, ensuring people and organization priorities support strategic and annual business objectives.