Eaton’s IS AER FED division is currently seeking a Human Resources Manager. This position will be located at our Jackson, MI facility. Relocation benefits will be provided within the United States only.
The Human Resource Manager is an integral part of the site leadership team. This role will identify, develop and deploy business-driven HR strategies designed to attract, manage, develop, motivate and retain key people while creating a high-performance, sustainable organization capable of achieving the business objectives and action plans.
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.
- Culture and Organization Effectiveness: Understand the business strategy and identify opportunities to improve organizational capability and drive culture change to align the organization with the strategy. Must have the ability to diagnose gaps between current and desired organization performance and deploy actions to resolve gap, including organization redesign, process change, coaching and training. Ensure organization practices align with Eaton Philosophy.
- Performance Management: Through the performance management system assure that annual employee job performance assessments are conducted. This includes the annual goal setting process, the annual assessment process and periodic feedback sessions that strive to raise the performance bar in the organization. Provide coaching and consulting to business leaders on effective performance management intervention.
- Employee Communications: Advocate employee communications processes that inform employees as well as to assure two way communications between employees and management.
- Coaching, Consulting and facilitating: Provide guidance and direction to business leaders on human resource management policies, processes and systems.
- Training and Development: Manage these processes to facilitate employee development.
- Legal Compliance: Assure that the business has in place processes that comply with country legal requirements in the areas of employment and employment administration.
- Compensation: Lead and administer compensation programs to assure competitive pay practices through systems that strive to reward superior employee performance.
- Employee & Labor Relations: Promote positive employee relations and employee engagement. Demonstrate ability to work effectively with unions and experience in contract negotiations.
- Talent Management and Retention: Develop talent acquisition plans that anticipate short/long-term business needs. Coach others on how to engage and retain key talent, identify when there is a retention risk and differentiate between wanted and unwanted turnover.
Required (Basic) Qualifications:
- Bachelor's degree from an accredited institution.
- Minimum of five (5) years of Human Resources Generalist experience.
- Minimum of three (3) years experience in an HRBP (Human Resource Business Partner) related role.
- Minimum of one (1) year experience leading labor relations.
- 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.".
- This position requires access to export-controlled information. To conform to U.S. Government export regulations applicable to that information, applicant must be a U.S. person, defined as a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (green card holder), (iii) refugee under 8 U.S.C. 1157, or (iv) asylee under 8 U.S.C. 1158.
Preferred Qualifications:
- Master’s degree in Business Administration, Human Resources, and/or Labor Relations from an accredited institution.
- Minimum of seven (7) years of Human Resources Generalist experience within a manufacturing environment
- Minimum of three (3) years experience managing others within the Human Resources function.
- Experience planning and executing a collective bargaining agreement (contract negotiations).
Position Success Criteria:
- Limited travel may be required (<10%).
- Opportunity to gain exposure to and work with many cross functional teams.
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 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.
To request a disability-related reasonable accommodation to assist you in your job search, application, or interview process, please call us at 1-800-836-6345 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.
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