HR Director (Operations - B Line)

What you’ll do:

The Human Resources Director serves as a functional strategic advisor and thought partner to the Director of Operations and their team to enable delivery of business results while supporting the organization’s growth, transformation, and regional operating model. This role is accountable for shaping the people and culture agenda for a $900M+ business, with approximately 1,000 operations employees across multiple unionized and non-unionized manufacturing sites in North America. As a key member of the leadership team, the HR Director balances strategic foresight with pragmatic execution, helping leaders anticipate workforce needs, develop talent and leadership capability, strengthen employee engagement and retention, and leads change in a dynamic business. 
    

Job Responsibilities:

Strategic Leadership & Organizational Effectiveness

• Serve as a strategic advisor to the Operations Director and Plant leadership team, aligning HR programs with business priorities.
• Champion a culture of inclusion, safety, and accountability rooted in Eaton’s values and “Doing Business Right” philosophy.Assess organizational health across sites, identify cultural gaps, and implement targeted interventions to drive engagement and performance.
• Represent Eaton externally through community partnerships and employer associations to strengthen brand and talent pipelines.
• Coach and influence leaders to enhance leadership effectiveness, decision-making, and accountability.

Talent Strategy & Development

• Shape and execute the division’s talent strategy to attract, develop, and retain top talent.
• Own succession planning and high-potential development, ensuring a robust leadership pipeline.
• Lead competitive compensation and recognition programs that reinforce performance, motivation, and retention.

HR Functional Excellence

• Lead and develop a functional team of HR professionals, fostering collaboration, accountability, and continuous learning.
• Drive HR operational excellence through deployment of Eaton Business System (EBS) tools and enterprise-wide best practices.
• Promote knowledge sharing across GEIS and the broader Eaton HR community to scale innovation and consistency.

Qualifications:

Basic (Required) Qualifications:

• Bachelor's degree from an accredited institution.
• Minimum of ten (10) years of progressive HR experience.
• Minimum of two (2) years leadership 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, H-1B, H-1B cap registration, O-1, E-3, TN status, 1-485 job profitability, etc.

Preferred Qualifications:

• Master’s degree or HR certification
• Experience in manufacturing or field-based organizations
• Strong employee relations experience with the proven ability to drive change and leadership ownership/accountability.
• Strong knowledge of U.S. employment laws and compliance practices.
• Business Acumen: Ability to anticipate talent needs and align HR strategy with technical and operational goals.
• Workforce Analytics: Translate data into actionable insights; influence decisions through compelling storytelling.
• Coaching & Assessment: Trusted advisor on talent and organizational matters; closes capability gaps to drive results.
• Organizational Design: Leads strategic change to optimize structure, process, and talent alignment.
• Change Enablement: Guides leaders through transformation using data-driven insights and a people-first approach.
• Ability to work in a matrixed environment and leverage resources as needed.
• Excellent facilitation/coaching skills.