Learning & Development Specialist

Eaton Corporation•Omaha, NE

10h•$71,000 - $95,000•Onsite

About The Position

Eaton's Electrical sector is hiring a Learning & Development Specialist. This role will be onsite at our Omaha, Nebraska manufacturing site. Reporting to the site HR Manager, the Learning & Development Specialist is responsible for designing, delivering, coordinating, and continuously improving employee learning and development programs across the facility. This role supports the development of a skilled, engaged, and high-performing workforce by leading onboarding initiatives, facilitating technical and professional development programs, managing learning systems, and partnering with leaders to identify training needs. The Learning & Development Specialist works closely with HR, Manufacturing, Operations Excellence (OpEx), Quality, EHS, and external educational partners to build a comprehensive learning ecosystem that supports compliance, capability development, career growth, and organizational performance.

Requirements

Bachelor's degree in Human Resources, Education, Organizational Development, Business, or related field.
3+ years of experience in Learning & Development, Training, Human Resources, Manufacturing Operations, or a related field (Relevant Co-Op and Internship experience may count towards this requirement)
Experience administering a Learning Management System (LMS).
Strong facilitation, presentation, and communication skills.
Knowledge of adult learning principles and instructional design methodologies.
Only candidates within a 50-mile radius of the posted location will be considered. Active Duty Military Service member candidates are exempt from the geographical area limitation.
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
Strong communication and relationship building skills
Comfortable engaging operators, technicians, and managers
High organization and ability to manage multiple concurrent projects
Coaching mindset and strong situational awareness
Ability to simplify complex manufacturing concepts for new learners

Nice To Haves

Experience developing training content for manufacturing or industrial environments
Ability to influence without authority

Responsibilities

Design, develop, and maintain learning programs for new hires, frontline employees, technical specialists, and leaders.
Create engaging learning materials including SOP-based training modules, eLearning content, videos, job aids, assessments, and facilitator guides.
Facilitate instructor-led training sessions and coordinate subject matter expert (SME) participation across functional departments.
Support the implementation of blended learning solutions that combine classroom, on-the-job, and digital learning experiences.
Evaluate training effectiveness and continuously improve learning content based on feedback and performance outcomes.
Coordinate and facilitate employee onboarding programs in partnership with HR and operational leaders.
Develop structured onboarding pathways that accelerate employee productivity and engagement.
Ensure consistency in orientation, compliance training, and job readiness across departments.
Monitor onboarding effectiveness and recommend improvements to enhance the new hire experience.
Administer the Eaton University Learning Management System (LMS), including user assignments, content management, compliance tracking, and reporting.
Maintain site learning plans and training calendars for both plant-wide and department-specific programs.
Track attendance, certifications, qualifications, and recertification requirements.
Generate reports and analytics to provide visibility into training completion, compliance, qualifications, and workforce capability development.
Conduct training needs analyses and support department leaders in developing targeted learning plans.
Partner with leaders to identify skill gaps and establish development plans aligned with business needs.
Support career progression frameworks, skill matrices, and employee development pathways.
Coordinate apprenticeship programs, technical certifications, and workforce development initiatives.
Collaborate with educational institutions, workforce development organizations, and training providers to expand learning opportunities.
Promote a culture of continuous learning and employee development.
Use employee feedback, operational performance metrics, audits, and assessments to improve learning outcomes.
Support learning and development projects from planning through implementation.
Measure training effectiveness through assessments, knowledge retention, performance indicators, and business impact metrics.
Apply adult learning principles and instructional design methodologies to enhance training effectiveness.