• Drive OAD action execution in partnership with SCM for the global materials function considering the changing operating model driven by process redesign, automation and digitalization
• Partnering with SCM on skills gap analysis and training strategy.
• Evaluate and define the career path for Materials
• Drive and coordinate recruitment of all positions needed as a result of the project or the future operating model.
• Work with local HR as appropriate, to ensure a smooth implementation of change management actions, including any country specific regulatory/works council requirements.
• Lead communications and change management activities for the enterprise related to Project Foresight.
• Partner with COE leaders for a smooth workforce transition
• Partner with finance to track actuals versus plan on any people related metrics.

These functions are currently undergoing several transformations. In the context of these transformations, this will help lead the following:
• Execute OAD action derived from business workshops. Focus on building standardization cross businesses related to job profiles, banding, new IBP structure (L1, L2, L3, etc.)
• Build HR, talent, change management, communications playbooks and execute them closely with each of the business HRBPs and functional leaders
• Closely manage global headcount process to adhere to the overall project deliverables (headcount, cost, severance, COE transitions, etc.)
• Drive operational transformation and the deployment of the Kinaxis Rapid Response concurrent planning solution across the Enterprise
• Act as HRBP for the Logistics function (end to end, globally)
• Build organizational capability to meet the current and future needs of the SCM function; utilize data including Talent Reviews to assess and address functional talent development needs, including succession planning, talent acquisition, organization design, diversity, retention and tracking of talent development actions.
• Proactively drive simplification of processes, optimizing and maximizing the support offered by global services.
• Business partner - act as business partner, solution provider, advisor and counselor for the material's functional leaders and team. Understand and contribute to the business strategies and identify opportunities to improve organizational capability. Act as a role model and sponsor for Eaton Values and Philosophy. Support Employee Relations activities by working with management to resolve conflict or controversy to facilitate achievement of established business objectives.
• Champion organization change to facilitate alignment of human capital plans to the function's strategic plan. Drive culture change to align the organization with the strategy. Act as the champion for employee development, growth and engagement at Eaton.
• Ensure that all HR activities and programs are implemented in accordance with Eaton's HR strategy and the Function's strategy in collaboration with centralized resources (e.g., HR Services, COEs). These include talent acquisition; talent management & organizational effectiveness; employee survey; compensation & benefits; mobility; rewards & recognition; performance management; inclusion and diversity; health, safety and employee wellness; human resources administration; human resource information systems; payroll; employee communications; employment/industrial/labor relations; right-sizing activities; mergers, acquisitions & divestitures activities; HR governance.
• Work in conjunction with the dedicated functional leaders and teams to advance functional excellence (culture, employee engagement, employee development); develop and support functional learning resources; develop training plan and deliver trainings as required; advise on functional competencies, developmental tools, methodologies, standardized job descriptions, functional colleges and other learning practices.
• Collaborate with the Corporate HR team and business HR to optimize / leverage standard work and support across the materials function for items such as wellness, I&D, communications, Leadership Development, HR Services etc. Drive continuous improvement within the HR Corporate Team and deliver on assigned projects.

Qualifications:

Required (Basic) Qualifications:
• Bachelor's degree from an accredited institution
• Minimum 10 years of experience working in multi-national HR Operational and Management environment across regions globally.
• Must be able to work in the United States without corporate sponsorship now and within the future if located in the US.

• No relocation benefit is being offered for this position. Only candidates within a 50-mile radius of one of the locations listed in the job description to be considered will be considered. Active-Duty Military Service member candidates are exempt from the geographical area limitation.

Preferred qualifications:
• Experience in Program and Project management, coordinating, tracking and reporting across multiple workstreams
• Experience in partnering with senior leadership to create and drive strategic HR and key functional organization initiatives on an international scale
• Experience in coaching and advising senior executives on business-critical issues
• Exposure to Organization Development, including Organizational Change Management, Compensation, Talent Assessment, and Employment Law coupled with practical savvy for coaching management on these topics and applying the knowledge to training and deployment.
• Experience in driving organizational and cultural changes in a complex environment
• Experience in introducing new HR initiatives/practices and in driving continuous improvement in a multinational environment.

Position Criteria:
• 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
• Strong leadership 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
• Proven ability to influence and work effectively across all levels in a highly matrixed environment
• Global mindset and cultural awareness
• Learning Agility
• Proven experience with EBS tools or similar integrated management system
• Travel %: 50%+

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Eaton believes in second chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws.

You do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Eaton is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report.

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We know that good benefit programs are important to employees and their families. Eaton provides various Health and Welfare benefits as well as Retirement benefits, and several programs that provide for paid and unpaid time away from work. Click here for more detail: Eaton Benefits Overview. Please note that specific programs and options available to an employee may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.