Position Summary:

The Vice President, Human Resources, North America Sales and Commercial Operations, Electrical Sector Americas serves as the strategic HR leader and trusted advisor for the Commercial business within Electrical Sector Americas. This role partners with executive leadership to develop and execute talent, organization, culture, and workforce strategies that enable growth, operational excellence, and execution of business objectives. The position provides leadership across talent management, succession planning, organization design, leadership development, employee engagement, change management, workforce planning, labor and employee relations, inclusion, and HR transformation initiatives. The role ensures alignment between business priorities and people strategies while building organizational capability required for continued growth and market leadership

Essential Responsibilities:

Strategic Business Partnership

• Serve as a member of the Commercial Leadership Teams and act as the senior HR advisor to business leaders
• Influence business strategy through workforce planning, talent insights, organizational effectiveness, and culture initiatives.
• Provide counsel and coaching to senior leaders on leadership effectiveness, organizational design, and talent decisions.
• Assess organizational capability and develop strategies to address current and future workforce requirements. HR Functional Leadership
• Lead and develop a team of HR leaders and professionals.
• Establish priorities and drive execution of key HR initiatives.
• Ensure effective deployment of enterprise HR processes and programs.
• Foster collaboration across corporate, sector, and regional HR teams. Talent Management & Succession
• Lead talent review, succession planning, and leadership assessment processes across the organization.
• Ensure robust pipelines for critical leadership, commercial, and functional roles. Drive internal talent movement, development planning, and accelerated readiness for key leadership positions.
• Partner with business leaders to identify and develop future leadership talent. Organization Effectiveness
• Lead organization design initiatives aligned to business priorities.
• Facilitate enterprise and sector-wide organizational transformations.
• Evaluate structures, spans, layers, and decision-making effectiveness to improve organizational performance.
• Drive simplification and organizational agility initiatives. Leadership Development
• Develop and execute leadership development strategies for commercial leaders.
• Partner with Talent Management teams to identify capability gaps and build targeted development programs.
• Strengthen the leadership pipeline through coaching, mentoring, and experiential development opportunities.
• Champion a culture of continuous growth and development. Culture & Employee Engagement
• Drive the implementation and sustainment of Eaton's culture and leadership principles.
• Lead employee engagement strategies and action planning efforts.
• Partner with leaders to create inclusive, high-performing work environments.
• Support change leadership initiatives to improve commitment, accountability, and organizational effectiveness. Workforce Planning & HR Strategy
• Develop long-range workforce plans aligned with business growth strategies.
• Utilize workforce analytics and talent metrics to guide executive decision-making.
• Lead strategic recruiting initiatives for critical and hard-to-fill leadership positions. Anticipate talent risks and create mitigation strategies. Employee & Labor Relations
• Provide executive-level support on employee relations matters.
• Guide leaders on risk mitigation, policy application, and employment practices.
• Partner with legal and compliance functions on complex employment matters
• Ensure consistent application of employment and labor strategies. HR Functional Leadership
• Lead and develop a team of HR leaders and professionals.
• Establish priorities and drive execution of key HR initiatives.
• Ensure effective deployment of enterprise HR processes and programs.
• Foster collaboration across corporate, sector, and regional HR teams. Qualifications Required Qualifications
• Bachelor's degree from an accredited institution
• Minimum fifteen (12) years' experience of increasing responsibility in a progressive HR environment with 5 + years leading teams I for a highly matrix global industry leader. Preferred Qualifications
• Masters Degree Human Resources, Business Administration, Organizational Development
• Experience leading the HR function for a global organization for a similar scope/scale business
• Significant experience supporting and influencing senior level executive leaders.
• Demonstrated success in talent management, organization design, leadership development, and workforce planning.
• Experience leading HR teams through organizational transformation and growth.
• Experience utilizing analytics to drive business and talent decisions.
• Preference for this role to work on a hyrbid basis from Moon Township, PA or Beachwood, OH, although other Eaton hub or sales office locations may be considered.

The expected annual salary range for this role is $203,000 - $297,000a 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. 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.

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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.