Talent Management & Organizational Effectiveness Programs Manager, North America Sales

Eaton Corporation•Coraopolis, PA

About The Position

The Talent Management & Organizational Effectiveness Programs Manager is responsible for developing, aligning, and delivering an integrated talent and organizational effectiveness strategy that addresses the unique challenges and priorities of the business. This role will play a critical part in shaping the future of our workforce by optimizing organizational structures, building leadership and skills capabilities, and driving HR programs that enable us to foster a positive, inclusive culture while continuing to scale our business. Talent Strategy Own the division's talent strategy, aligning workforce planning, capability development, succession, and performance processes to business priorities. Partner with business and HR leaders to identify talent risks, leadership gaps, and capability needs. Lead division-wide HR processes including performance management, talent reviews, succession, and development planning. Own program strategy and effectiveness of NAS talent programs including Tech Sales LDP, ReSurge, leadership development, and pipeline programs. Use data and insights to inform workforce planning and improve bench strength Organizational Effectiveness Translate enterprise HR strategy into division-specific programs and execution plans. Drive operational excellence using EBS tools and enterprise best practices. Facilitate organizational design assessments to optimize structure and efficiency. Ensure accurate HR metrics and reporting across the division, identifying trends and sharing insights. Drive Inclusion & Diversity strategy by embedding I&D principles into leadership behaviors, management practices, and organizational processes. Employee Engagement Lead division communication strategy, including leadership and employee communications, and ownership of digital tools and resources (Teams, SharePoint, Eloqua, etc). Support change management planning for organizational transformation. Lead design, execution, and enhancement of employee and leader onboarding programs. Drive culture and engagement initiatives informed by employee listening surveys, (census and pulse), and exit surveys. Establish clear measures and accountability to drive continuous improvement based on employee feedback.

Requirements

Bachelor's degree from an accredited institution
Minimum 7 years of experience in human resources (HR), talent management, organizational effectiveness or leadership development.
Experience with organizational design principles and talent assessment methodologies.
Experience implementing enterprise-wide talent programs (succession planning, leadership development, or performance management) with measurable outcomes
Strong stakeholder management skills with the ability to influence senior leaders.
Business Acumen: Ability to anticipate talent needs and align HR strategy with business priorities.
Excellent strategic thinking, project management, and execution oversight skills.
Strong analytical and storytelling skills to translate data into actionable strategies.

Nice To Haves

Master's degree from an accredited institution

Responsibilities

Own the division's talent strategy, aligning workforce planning, capability development, succession, and performance processes to business priorities.
Partner with business and HR leaders to identify talent risks, leadership gaps, and capability needs.
Lead division-wide HR processes including performance management, talent reviews, succession, and development planning.
Own program strategy and effectiveness of NAS talent programs including Tech Sales LDP, ReSurge, leadership development, and pipeline programs.
Use data and insights to inform workforce planning and improve bench strength
Translate enterprise HR strategy into division-specific programs and execution plans.
Drive operational excellence using EBS tools and enterprise best practices.
Facilitate organizational design assessments to optimize structure and efficiency.
Ensure accurate HR metrics and reporting across the division, identifying trends and sharing insights.
Drive Inclusion & Diversity strategy by embedding I&D principles into leadership behaviors, management practices, and organizational processes.
Lead division communication strategy, including leadership and employee communications, and ownership of digital tools and resources (Teams, SharePoint, Eloqua, etc).
Support change management planning for organizational transformation.
Lead design, execution, and enhancement of employee and leader onboarding programs.
Drive culture and engagement initiatives informed by employee listening surveys, (census and pulse), and exit surveys.
Establish clear measures and accountability to drive continuous improvement based on employee feedback.