HR Manager, IT and Business Performance

Eaton Corporation•Beachwood, OH

3d•$130,000 - $190,000•Onsite

About The Position

Eaton’s Corporate Sector division is hiring an HR Manager to support IT, Eaton Business Systems, Continuous Improvement, and Quality. Based in Beachwood, Ohio, the role provides strategic and day-to-day HR leadership and supports transformational work with senior HR and functional leaders. Although dedicated to Enterprise Performance, the position also contributes to outcomes across the broader IT and Enterprise Performance organization. The HR Manager develops and deploys business-driven HR strategies to attract, manage, develop, motivate, and retain employees and build a high-performance, sustainable organization. In partnership with functional leadership, the role oversees operational HR activities, including performance and talent management, employee relations, employee development, succession planning, culture and engagement, and compensation and benefits. The organization is undergoing multiple transformations. The HR Manager leads and supports enterprise transformation initiatives and organizational readiness for future business requirements. This includes workforce analytics and planning, organizational and process changes, skills and career-path planning, recruitment for future operating models, change communications, and coordination with local HR on implementation and country-specific regulatory or works council requirements. The role also partners with Finance to monitor workforce metrics and advance workforce optimization strategies. The position is based in Beachwood, Ohio, and requires 25% travel. Relocation assistance is available. The expected annual salary range is $130,000–$190,000, and the role is eligible for a variable incentive program.

Requirements

Bachelor’s degree from an accredited institution.
At least 10 years of experience working in human resources, operations, management, or business.
Must be able to work in the United States without current or future corporate sponsorship.
Proven track record influencing and driving complex, large-scale organizational change.
Ability to balance operational and strategic priorities to ensure seamless delivery.
Collaborative, team-focused working style.
Experience navigating a highly matrixed global organization to execute HR strategy.
Ability to cooperate and influence in a matrix organization.

Nice To Haves

Prior experience supporting IT or other technical groups.
Program and project management experience coordinating, tracking, and reporting across multiple workstreams.
Experience in a multinational HR operational and management environment across global regions.
Experience partnering with senior leadership to create and drive strategic HR and key functional organization initiatives internationally.
Experience coaching and advising senior executives on business-critical issues.
Exposure to organization development, including organizational change management, compensation, talent assessment, and employment law, with practical ability to coach management and apply knowledge to training and deployment.
Experience driving organizational and cultural change in a complex environment.
Experience introducing HR initiatives or practices and driving continuous improvement in a multinational environment.
Exposure to technology, manufacturing, and power management industries.

Responsibilities

Provide strategic and day-to-day HR leadership and support for IT, Eaton Business Systems, Continuous Improvement, and Quality.
Develop and deploy business-driven HR strategies to attract, manage, develop, motivate, and retain employees.
Oversee operational HR activities, including performance and talent management, employee relations planning and communication, employee development, succession planning and execution, culture and employee engagement, and compensation and benefits.
Lead and support enterprise transformation initiatives and organizational readiness for future-state business requirements.
Use workforce analytics and partner with functional stakeholders to develop a workforce transformation roadmap.
Partner with functional stakeholders to define and implement process changes and enhancements that improve organizational effectiveness.
Drive organization assessment and design activities in partnership with the functions, considering operating-model changes arising from process redesign, automation, and digitalization.
Partner with stakeholders on skills-gap analysis and training strategy.
Evaluate and define career paths for roles following operating-model changes.
Drive and coordinate recruitment for positions required by projects or the future operating model.
Coordinate with local HR to implement change-management actions, including country-specific regulatory and works council requirements.
Lead communications and change-management activities.
Partner with Finance to monitor workforce-related metrics against plan and drive workforce optimization strategies.
Coordinate with corporate functions and operating-for-growth project owners.
Travel 25%.