Director, Human Resources - Electrical Engineering Services & Systems (EESS)

Director, Human Resources

Eaton's Electrical Sector is currently hiring a Director, Human Resources for the Electrical Engineering Services and Systems (EESS) division. This position is based out of Eaton's Pittsburgh, PA or Cleveland, OH office. Relocation assistance is available.

This position provides strategic HR leadership for a high-growth business delivering electrical power management solutions, engineering expertise, field services, and digital technologies to customers across critical industries. EESS is positioned at the center of key market trends, including electrification, energy transition, grid modernization, digitalization, data center expansion, and the growing demand for resilient, reliable, and sustainable power infrastructure.

Reporting directly to the SVP/GM of EESS, this role serves as a key advisor to the division's leadership team, aligning talent and organizational strategies with business objectives to drive profitable growth. The HR Director will build the leadership, workforce capabilities, and high-performing, inclusive culture needed to support customers, accelerate business performance, and advance Eaton's mission of improving quality of life and protecting the environment through intelligent power management.

Job Responsibilities:

Organizational Effectiveness Partner with the SVP/GM, VP HR, and leadership team to align talent and organizational strategies with division priorities.

Serve as a trusted advisor on organizational design, workforce planning, leadership effectiveness, and change management.

Champion Eaton's Culture Commitments and foster an inclusive, high-performance culture.

Assess organizational health, identify gaps, and implement actions that improve engagement, capability, and execution.

Drive workforce planning to ensure the division has the talent and leadership pipeline needed for future growth.

Promote a strong culture of safety, ethics, compliance, and positive employee relations.

Represent Eaton externally to strengthen talent pipelines, community partnerships, and employer branding.

Talent Champion Lead the division talent strategy to attract, develop, engage, and retain critical engineering, technical, field service, and leadership talent.

Own key talent processes including succession planning, leadership development, performance management, and career development.

Build a strong pipeline of diverse, high-potential talent to meet current and future business needs.

Partner with leaders to strengthen team effectiveness and organizational capability.

Ensure compensation and recognition practices support business objectives and talent outcomes.

Functional Capabilities Lead and develop an HR team focused on partnership, accountability, and continuous improvement.

Drive HR functional excellence through effective deployment of Eaton programs and processes aligned with EBS.

Leverage workforce analytics and business insights to support strategic decision-making.

Partner with COEs and HR Services to deliver consistent and high-quality employee experience.

Facilitate sharing of HR best practices across EESS and the broader Eaton enterprise.

Qualifications:

Required Qualifications: Bachelor's degree from an accredited institution.

Minimum 10 years of progressive HR experience, including leadership responsibilities.

Experience supporting complex, matrixed organizations with geographically dispersed employees.

Knowledge of applicable U.S. employment laws.

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.

Preferred Qualifications: Master's degree and/or HR certification.

Experience in engineering, manufacturing, technical services, industrial, or field service environments preferred.

Key Skills & Experiences:

Business Acumen: Align workforce strategies with business priorities, growth objectives, and market demands.

Strategic Workforce Planning: Anticipate talent needs and develop solutions that build organizational capability.

Talent & Leadership Development: Assess, coach, and develop leaders while strengthening succession pipelines.

Organizational Effectiveness: Design scalable organizations and drive improvements in performance, culture, and execution.

Change Leadership: Lead transformation and growth initiatives while balancing business outcomes and employee experience.

Employee Relations: Foster a positive employee relations culture, mitigate risk, and build leadership capability.

Data-Driven Decision Making: Translate workforce insights into actionable strategies that improve organizational performance.