Human Resources Manager - Enterprise CoEs and Global Software Organization

Human Resources Manager - Enterprise CoEs and Global Software Organization Eaton's ES AMER Sector Integration division is currently seeking a Human Resources Manager - Enterprise CoEs and Global Software Organization. Relocation assistance is also available to candidates who currently reside in the US. The expected annual salary range for this role is $130000 - $190000 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. What You'll Do: Eaton's Research and Development Engineering team is currently seeking a Regional Human Resources Manager. This is a hybrid work schedule based out of Moon Township, PA; Beachwood, OH; Raleigh, NC; or Menomonee Falls, WI with up to 25% travel. As the Human Resource Manager for the Enterprise Centers of Excellence and Global Software Organization, you will lead the Human Resources function for approximately 250 employees directly with additional client group support for 750 Engineering CoE and Global Software organization employees globally. The successful candidate will deliver on organizational capabilities that drive growth and advance Eaton's culture by fostering engagement and driving HR Functional Excellence through the extended Human Resources Team to achieve our goals and objectives, as well as continue to ensure Eaton best practices are shared across the research and development engineering function. As a strategic business partner, you will work with the Enterprise CoEs and Global Software Organization leadership teams to drive change, aligning human resources programs and initiatives with strategic objectives and annual business goals. You will also provide leadership guidance, mentoring and change management expertise to lead through cycles of improvement, ensuring alignment of key programs and initiatives and driving change management plans to maximize organizational effectiveness. This role is critical to: Enabling sustained growth and execution excellence Building a strong leadership bench and high-performing teams Driving a culture of accountability, inclusion, and continuous improvement Navigating global workforce complexity, regional labor considerations, and cross-cultural leadership challenges Acting as a change champion and trusted advisor during periods of transformation In This Role, You Will: Serves as a key leader for employees to connect with the human resources team, while promoting Eaton values and providing courteous and timely service to all employees Collaborate with business leaders to develop and implement HR strategies that support business objectives and drive organizational effectiveness. Build organizational capability through ownership of talent management processes including: talent assessment, performance management and employee development. Provide leadership guidance and mentoring. Develop and implement solutions to organizational challenges by leading/coaching others through change. Drive programs in key areas, examples include annual merit planning, employee census tools, performance management, OCA/talent development, leadership development programs, footprint evaluation, etc. Provide analysis and recommendations for program improvement and creation. Act as a key stakeholder in the Engineering technology leadership development program to pipeline talent to meet our core and emerging talent requirements. Engage as a subject matter expert in technical talent development strategies and career coaching. Design program expectations in alignment with R&D Engineering growth and development priorities. Facilitate a culture where best practices are shared across HR and the businesses, while identifying opportunities for synergy and integration of best practices. Participate in Corporate, cross-group, and cross-functional task teams, often taking the lead role in specific aspects of these programs across the enterprise. Drive positive employee relations to provide an optimal work environment for all employees. Effectively deploy communication plans and utilize assessment tools (e.g. the employee survey) to determine organizational issues and action plans. Manage all KPI reporting for Talent Management, including Performance Management, Engagement, I&D, Footprint, and Talent Assessment. Develop, interpret and present a point of view with respect to analytics/KPIs. Own talent acquisition strategy to support technical talent needs due to business growth. Support workforce planning through planning headcount, manning levels, and recruitment. Evaluate and mitigate talent risks by leveraging business analytics and processes. Lead communication of metrics and data between business levels, centers of excellence, and group leadership teams. Provide reporting and analytics education to the larger HR community to drive a focus on strategic storytelling with data. Manage and develop employee compensation/reward and recognition programs, including benchmarking with external marketplace. Introduce & implement HR policies & procedures in accordance with Eaton standards. Understand and considers all applicable legal implications when making business decisions and protect the organization by ensuring compliance with all state and country labor laws. Qualifications: Basic (Required) Qualifications: Bachelor's Degree from an accredited institution. Minimum of seven (7) years of progressive Human Resources experience. 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. Preferred Qualifications: Master's degree in business administration or human resources from an accredited institution. Minimum of two (2) years of people leadership experience. Previous experience delivering comprehensive HR Manager support to dispersed workforces Prior experience with development of HR systems and strategies and leadership/organizational development. Experience supporting multiple sites or regions. Demonstrated ability to influence and coach senior leaders. Strong project management and organizational skills. PHR or SHRM Certification. Skills: Demonstrated critical thinking and business acumen with a passion for driving results. Ability to build organizational capability through ownership of talent management processes including acquisition, assessment, performance management, employee development, succession planning and retention. Excellent verbal and written communication skills with proven ability to always maintain discretion and professionalism. Strong employee relations skills with the proven ability to drive change and leadership accountability through coaching and facilitation. Strong people leadership and influencing ability with the proven ability to empower, develop, and motivate and others. Demonstrated ability to implement programs and strategies focusing on employee involvement and employee ownership that results in a high sense of employee engagement.