The HR Director is responsible for leading the Human Resources function for the Industrial Controls Division (ICD), establishing solid business partnerships, and driving functional excellence. Direct responsibility for business with over $391M in revenue with 2 sites and 200 employees located in the US/PR, Pune, China and the Dominican Republic . Develop, implement, and validate Human Resources programs, policies, and initiatives aligned with short and long-term business plans. Foster a culture in the organization that makes work exciting, meaningful, and engaging for our employees. Reports directly to Vice-President of Human Resources for Controls and Protection Division (CPD) and functionally to Vice President/General Manager for ICD.
Work with the group, division leadership, and functional leaders to drive change, aligning human resources programs and initiatives with strategic objectives and annual business goals (examples: expand talent internationally leadership and employee population; new product launches, entering adjacent markets, leading industry disruptions and IoT enablement ).
Build organizational capability through ownership of talent management processes including acquisition, assessment, performance management, employee development, succession planning and retention. Manage and develop employee recognition and reward programs, driving pay-for-performance culture aligned with business objectives. Foster a culture of manager ownership and accountability of the employee life cycle. Ensure talent strategy links and enables the business strategy. (examples: product line marketing, engineering, new industry codes, standards, certifications, and policy changes as part of Industry 4.0.)
As a strategic business partner, facilitate effective organizational design and own workforce planning to support business and market changes in areas such as software, hardware and service solutions. In addition, own the annual and monthly P&L management of headcount spend and count.
As a strategic business partner, partner with the business leaders to define and implement changes and enhancements to optimize organizational effectiveness (example: work with Marketing to determine new methods and avenues to drive effective Voice of Customer (VOC) processes to gain meaningful insight on customer experience and expectations as part of market evolution and change).
Drive positive employee relations and culture to provide an optimal work environment for all employees as well as that ownership of health and safety is embraced by all employees. Effectively deploy communication plans and utilize assessment tools (e.g. employee listening programs) to determine organizational issues and action plans. Exemplify Eaton's leadership attributes.
Provide leadership guidance and mentoring and change management expertise. Develop and implement solutions to organizational challenges by leading/coaching others through change.
Bachelor's degree in human resources or business administration from an accredited institution
Minimum of 10 years of increasing responsibility in progressive HR environment
Experience with manufacturing facilities and engineering function
Authorized to work in the US without Company Sponsorship
Knowledge of relevant local/state/federal/provincial employment laws
Leadership experience in Organization Development, including Organizational Change Management and Organizational Assessment & Design
Demonstrated strategic thinking capability and business acumen; experience partnering with senior leadership to create and drive strategic HR and key functional initiatives
Strong interpersonal skills and savvy to play a key leadership role in driving Eaton's high-performance culture with strong employee involvement and engagement
Excellent facilitation/coaching skills. Ability to coach functional and leadership teams and help leaders of people develop skills to manage global workforce.
Strong leader of people with proven capability to empower, motivate and develop others
Strong drive for results and sense of urgency
Strong assessor of talent with proven experience in managing talent
Highly organized with strong attention to detail; able to manage multiple priorities
Implement / leverage processes, review metrics, and measure on-going review of effectiveness for continuous improvement
Experience developing and executing a talent strategy
Proven ability to influence and work effectively across all levels in a highly matrixed environment
Experience developing strategic partnerships and/or supporting mergers and acquisitions.
Master's degree and/or HR certification.
Prior experience working with a large matrix organization.