Human Resources Manager

Eaton Corporation•Jackson, MI

41d•$123,750 - $190,000•Onsite

About The Position

Eaton’s IS AER FED division is currently seeking a Human Resources Manager. This position will be located at our Jackson, MI facility. Relocation benefits will be provided within the United States only. The Human Resource Manager is an integral part of the site leadership team. This role will identify, develop and deploy business-driven HR strategies designed to attract, manage, develop, motivate and retain key people while creating a high-performance, sustainable organization capable of achieving the business objectives and action plans.

Requirements

Bachelor's degree from an accredited institution.
Minimum of five (5) years of Human Resources Generalist experience.
Minimum of three (3) years experience in an HRBP (Human Resource Business Partner) related role.
Minimum of one (1) year experience leading labor relations.
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.".
This position requires access to export-controlled information. To conform to U.S. Government export regulations applicable to that information, applicant must be a U.S. person, defined as a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (green card holder), (iii) refugee under 8 U.S.C. 1157, or (iv) asylee under 8 U.S.C. 1158.

Nice To Haves

Master’s degree in Business Administration, Human Resources, and/or Labor Relations from an accredited institution.
Minimum of seven (7) years of Human Resources Generalist experience within a manufacturing environment
Minimum of three (3) years experience managing others within the Human Resources function.
Experience planning and executing a collective bargaining agreement (contract negotiations).

Responsibilities

Culture and Organization Effectiveness: Understand the business strategy and identify opportunities to improve organizational capability and drive culture change to align the organization with the strategy. Must have the ability to diagnose gaps between current and desired organization performance and deploy actions to resolve gap, including organization redesign, process change, coaching and training. Ensure organization practices align with Eaton Philosophy.
Performance Management: Through the performance management system assure that annual employee job performance assessments are conducted. This includes the annual goal setting process, the annual assessment process and periodic feedback sessions that strive to raise the performance bar in the organization. Provide coaching and consulting to business leaders on effective performance management intervention.
Employee Communications: Advocate employee communications processes that inform employees as well as to assure two way communications between employees and management.
Coaching, Consulting and facilitating: Provide guidance and direction to business leaders on human resource management policies, processes and systems.
Training and Development: Manage these processes to facilitate employee development.
Legal Compliance: Assure that the business has in place processes that comply with country legal requirements in the areas of employment and employment administration.
Compensation: Lead and administer compensation programs to assure competitive pay practices through systems that strive to reward superior employee performance.
Employee & Labor Relations: Promote positive employee relations and employee engagement. Demonstrate ability to work effectively with unions and experience in contract negotiations.
Talent Management and Retention: Develop talent acquisition plans that anticipate short/long-term business needs. Coach others on how to engage and retain key talent, identify when there is a retention risk and differentiate between wanted and unwanted turnover.