Eaton Hiring for Human Resources Manager at Worcester, Massachusetts Full Time

Eaton’s Distributed IT (Critical Power and Digital Infrastructure) business is currently seeking an HR Manager to join our team. This position is based at our Worcester, MA facility.

Relocation will be provided within the United States.

The expected annual salary range for this role is $101,250 – $148,500 a year.

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:

The HR Manager (HRM) will lead the Human Resources function for the Wright Line Business Unit, establishing solid business partnerships and driving functional excellence.

This position will have direct responsibility for approximately 150 employees for all functions across the business, including product management, engineering, manufacturing operations, supply chain, customer support, finance, and human resources.

In this function you will:

• Build organizational capability through ownership of talent management processes including talent acquisition, assessment, performance management, employee development, succession planning and retention. Manage training and development processes and programs to facilitate employee development.

• As strategic business partner, work with Leadership teams to set direction, priorities and culture expectations championing the Eaton Business System (EBS).

• Work with the local leadership team, division leadership, and functional leaders to drive change, aligning human resources programs and initiatives with strategic objectives and annual business goals.

• Lead cycles of improvement for this Business Unit, ensuring alignment of key programs and initiatives through change management expertise to maximize employee ownership and engagement.

• Provide leadership guidance and mentoring. Develop and implement solutions to organizational challenges by leading/coaching others through change.

• Manage employee relations and investigation process with immediate and thoughtful employee follow-up. Engage employee relations, ethics & compliance, and legal teams to resolve employee claims.

• 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 opportunities and action plans. Exemplify and lead Eaton Leadership Model, philosophy, and values.

• Foster a culture where ownership of health and safety is embraced by all employees. Utilize MESH to ensure compliance with state/federal/provincial safety requirements and drive “zero incidents” culture. Work together with EHS team through case management of employee safety concerns or injuries and escalate as needed.

• Manage disability claims (STD and LTD), leaves of absence (FMLA), and workers’ compensation (WC) claims with HR Services, third party administrator (Sedgwick), and relevant parties.

• Ensure compliance with all country, provincial, federal, and state laws and compliance requirements. Understand and consider all applicable legal implications when making business decisions and protect the organization by ensuring compliance with all applicable labor laws.

• Facilitate a culture where best practices are shared across HR and the business to identify opportunities for synergy and integration between Critical Power and Digital Infrastructure division, Distributed- IT group and Electrical Sector Americas.

Qualifications:

Basic (Required) Qualifications:

• Bachelor’s degree from an accredited institution.
• Minimum of 4 years of increasing responsibility in a progressive HR environment or in lieu of 4 years’ experience graduate of Human Resources Leadership development program
• Minimum 2 years’ experience in manufacturing/working with hourly employees
• Legally authorized to work in the United States without company sponsorship now or in the future

Preferred Qualifications:

• MBA or Master’s degree in human resources/Industrial Relations or related field preferred.
• HR certification (SPHR/PHR/SHRM)

Skills:

Position Criteria:

• Excellent interpersonal, verbal, and written communication skills. Business writing expertise.
• Excellent facilitation/ coaching skills. Strong employee relations skills with the proven ability to successfully drive change and leadership ownership/accountability.
• Strong drive for results and sense of urgency; data and metrics driven. Strong project management skills with ability to lead a cross-functional business team.
• Commitment to employee engagement and continuous improvement.
• Knowledge of relevant local/state/federal/provincial employment laws.
• Great organizational skills and demonstrated ability to get results.
• Ability to work in a matrixed environment.
• Strong knowledge of Eaton Business System preferred.
• Proficient in Microsoft Office.

We are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant’s race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

Eaton considers qualified applicants regardless of criminal histories, consistent with local laws. To request a disability-related reasonable accommodation to assist you in your job search, application or interview process, please call us at 1- to discuss your specific need. Only accommodation requests will be accepted by this phone number.

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.