Business Unit HR Manager - Power Systems Division

Eaton Corporation•Waukesha, WI

16d•$146,000 - $215,000•Onsite

About The Position

Eaton’s Power Systems Division is currently seeking a Human Resources Manager. This position will be located at our Waukesha, WI (Badger Dr.) facility. Relocation assistance is available to the Waukesha area from within the US. Travel is expected to be up to 50%. The expected annual salary range for this role is $146000 - $215000 a year. This position is also eligible for a variable incentive program. Please 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.

Requirements

Bachelor's degree from an accredited institution.
Minimum of ten (10) years progressive experience in Human Resources. Minimum of seven (7) years of experience is acceptable if a graduate of Eaton’s HR Leadership Development Program.
Minimum of two (2) years managing people.
Manufacturing industry experience required.
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 Human Resources, Industrial & Labor Relations or Business from an accredited institution.
PHR or SPHR certification.
Experience with the Eaton Business System (EBS) or other similar integrated business system.
Experience as an HR partner within a manufacturing plant helpful.
Ability to influence others without authority.
Must be able to handle sensitive information confidentially.
Strong verbal and written communication skills.
Good interpersonal skills and the ability to work collaboratively in a team environment.
Able to multitask and work well in a fast-paced environment.
Ability to understand, interpret and easily communicate and align Eaton policies and practices.
Proven ability to influence and work effectively across all levels in a highly-matrixed environment.
General knowledge of federal, state, city and county employment laws and ability to apply legal concepts to real world situations.
Highly organized with strong attention to detail, while also able to manage multiple priorities.
Excellent communication skills, both written and verbal across a wide audience
Proven ability to deal with conflict and diffuse difficult situations.
Focus around talent development and retention.

Responsibilities

Act as a business partner, strategic solution provider, advisor and counselor for the PRD and PDRD business unit operations leadership.
Keeps employees informed of all changes in HR policies. Counsels with employees on these policies.
Develops, recommends and implements HR policies and procedures. Assures that plant HR policies and practices comply with the applicable provisions of federal and state labor laws including the maintenance of necessary files. Participates in all HR Operating Reviews.
Directs employment activities assuring that properly qualified employees are recruited and hired for company positions. Leads hiring of all HR Managers in North America facilities.
Through the performance management system, assures 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.
Works with HR Managers to develop education/training programs to meet the needs of their workforce.
Maintains good public and employee relations status. Reviews all terminations of the 9 plants and provides approval to move forward with them. Reviews all criminal investigations of the 9 plants and provides approvals.
Works closely with the Ethics Office on all Ethic calls/issues, which pertain to the 9 sites, and partners with the sites to complete investigations. Leads the closure of these issues and ensures reports are prepared for the Ethics Office.
Leads all manufacturing footprint projects from an HR perspective. HR Lead on the project team to determine strategy and drive to completion.
Legal Compliance: Assure that the business has in place processes that comply with local, state and federal legal requirements in the areas of employment and employment administration.
Promotes the company’s mission and vision by actively supporting Eaton’s ethics and values as well as quality policies.
Motivate and coach employees to maintain high levels of satisfaction, productivity, and quality through effectively utilizing available rewards and recognition channels to encourage and promote desired behaviors and results.
Compensation: Administer compensation programs to assure competitive pay practices through systems that strive to reward superior employee performance.