Human Resources Director - Employee Relations, Programs, & Functional Excellence - ESA

Eaton Corporation•Raleigh, NC

17h•$165,000 - $242,000

About The Position

Shape and champion the employee experience that drives engagement and retention across the organization. Support transformation initiatives and contingent workforce strategies aligned with organizational priorities. Serve as a trusted advisor to HR and senior leadership, building advanced ER capability and leadership effectiveness. Set ESA standards for compliance with labor laws, diversity and employment regulations. Anticipate and interpret legal trends; influence policy development to mitigate organizational risk. Sponsor compliance programs and ensure HR teams are equipped to manage regulatory responsibilities globally. Define and govern ER policy frameworks for complex, high-impact scenarios (e.g., ADA, FMLA, global mobility, disability etc.). Oversee risk assessments for site-level policy changes and ensure alignment with corporate governance. Provide oversight for investigations, disciplinary actions, and high-risk terminations Advise on complex ethics and compliance issues and investigations, providing consult and recommendations on outcomes Lead response strategies for US labor activity and guide labor negotiations globally Partner with HR leadership on restructuring, workforce planning, and organizational design. Influence decisions to ensure ER integration and risk mitigation. Drive global payroll, time, and labor strategies that enable operational excellence. Sponsor and facilitate ER/ Labor training for HR and leadership teams. Position the organization as a leader in labor compliance and employee relations through proactive education, communication and management This includes competitive pay and a variety of benefit programs for eligible employees. The expected annual salary range for this role is $165000 - $242000 a year. This role 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. 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. 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. 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. 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.

Requirements

Bachelor's Degree from an accredited institution
Minimum ten (10) years of professional HR experience
Experience leading HR for multiple sites and/or distributed workforce
Experience leading employee relations strategies in a matrixed environment
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.
Accountable for results which impact the entire business or function.
Adaptable and comfortable in a fast changing, matrix management environment
Be an inspirational leader and develop inspirational leaders - focus on continuous learning and servant leadership
Deep understanding of Compliance expertise - employment laws (EEO, ADA, FMLA, etc)

Responsibilities

Shape and champion the employee experience that drives engagement and retention across the organization.
Support transformation initiatives and contingent workforce strategies aligned with organizational priorities.
Serve as a trusted advisor to HR and senior leadership, building advanced ER capability and leadership effectiveness.
Set ESA standards for compliance with labor laws, diversity and employment regulations.
Anticipate and interpret legal trends; influence policy development to mitigate organizational risk.
Sponsor compliance programs and ensure HR teams are equipped to manage regulatory responsibilities globally.
Define and govern ER policy frameworks for complex, high-impact scenarios (e.g., ADA, FMLA, global mobility, disability etc.).
Oversee risk assessments for site-level policy changes and ensure alignment with corporate governance.
Provide oversight for investigations, disciplinary actions, and high-risk terminations
Advise on complex ethics and compliance issues and investigations, providing consult and recommendations on outcomes
Lead response strategies for US labor activity and guide labor negotiations globally
Partner with HR leadership on restructuring, workforce planning, and organizational design.
Influence decisions to ensure ER integration and risk mitigation.
Drive global payroll, time, and labor strategies that enable operational excellence.
Sponsor and facilitate ER/ Labor training for HR and leadership teams.
Position the organization as a leader in labor compliance and employee relations through proactive education, communication and management