HR Manager

What you’ll do:

Job summary

Eaton’s Aerospace Group, Fuel and Motion Control Systems Division located in Jackson, MS has an opening for a Human Resources Manager for its manufacturing facility with 550 employees. The role will report directly to the Plant Manager with strong dotted line to the function Director of HR and have 4 direct reports- HR Supervisor, 2 HR Generalists, and a HR Development Program Participant. The expected salary range for this position is $130,000-$190,000 annually.

As an integral part of the site leadership team, the Human Resources Manager will fulfill leadership duties and provide input for strategy, direction, and continuous improvement for the plant. The HR Manager is responsible for overall leadership of the human resources function in support of all operations and support functions within the facility. This includes driving the Strategic HR Plan at the operational level and defining and implementing strategic initiatives to ensure our continued success. Will establish solid business partnerships and drive functional excellence in all key HR processes. Manage and develop skills of the Human Resources team to support business initiatives and goals around talent acquisition, turnover/attrition, attendance, employee engagement, and employee relations.

Job responsibilities:

• Serve as an active member of the Jackson, MS Leadership team, fulfilling leadership duties and providing input for strategy, direction & continuous improvement by leveraging the Eaton Leadership Competencies & Attributes, LeaderX and the Eaton Business System (EBS)
• Develop site HR strategy; establish objectives and activity-based goals for the leadership team, functional managers, and front-line leaders to drive culture, compliance, and results
• Lead and direct site in achieving HR targets and objectives for the plant, and in support of corporate and business group HR strategic initiatives
• Drive HR functional excellence through deployment of Eaton programs, ensuring quality of process and content and alignment with the Eaton Business System to achieve goals and objectives
• Develop, optimize, document and standardize sustainable HR processes, sharing best practices across the division
• Manage and develop skills of the Human Resources team to support business initiatives and goals around Time to fill, Turn over, Attendance, Employee Engagement, Inclusion and Diversity, etc.
• Cultivates a relationship with the local union in order to develop solution-based resolutions for labor relations related tasks and issues in a proactive manner including, but not limited to: negotiations, grievances, arbitrations and labor management changes
• Provide clear guidance to leadership regarding policies, practices, laws and regulations to ensure all human resource policies and programs are in compliance with local and governmental regulatory requirements and support the achievement of both short/long-term business objectives
• Drive performance and talent management processes within the facility, including annual performance cycles through goal setting, development planning. calibration, talent reviews, organizational capability assessment, and succession planning
• Oversee plant communication processes; serve as champion of change management initiatives (ADKAR and Organizational Change Management)
• Facilitate engagement through employee led committees in support of established targets and objectives; driving results through proactive survey actions
• Manage and develop employee compensation/reward and recognition programs; Foster a culture of manager ownership and accountability of the employee life cycle
• Drive and support inclusion and diversity practices and planning while aligning strategic vision of the site to Eaton’s overall cultural diversity programs initiatives
• Counsel and influence leadership to build a high-performance winning culture and an inclusive environment
• Lead talent acquisition plans that anticipate short/long-term business needs. Coach site leadership on how to engage and retain key talent and identifying when there is a retention risk
• Provide guidance to talent and development processes for the site to facilitate employee development and training compliance
• Conduct performance reviews, career discussions, and conversations that matter with direct reports to improve individual and departmental performance

Qualifications:

Basic qualifications

Education level required

• Bachelor’s degree from an accredited institution
• 7+ years of progressive Human Resources experience
• 2+ years of experience supporting HR in a unionized manufacturing, assembly, or distribution environment
• 2+ years of experience of managing a direct team

Years and area of experience required

ITAR

This position requires use of information or access to hardware which is subject to the International Traffic in Arms Regulations (ITAR). All applicants must be U.S. persons within the meaning of ITAR. ITAR defines a U.S. person as a U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder'), Political Asylee, or Refugee

Relocation

Yes

Preferred qualifications

Preferred technical knowledge

• Master’s Degree in HR or Business
• PHR or SPHR certification
• Prior experience with the Eaton Business System (EBS) or other similar integrated business system
• HR Experience within an aerospace manufacturing environment

Skills:

Position criteria

Technical knowledge & Soft skills

• Must be able to handle sensitive information confidentially
• Strong verbal and written communication skills
• Good interpersonal skills and the ability to work collaboratively in a team environment
• Able to multitask and work well in a fast-paced environment
• Ability to understand, interpret and easily communicate and align Eaton policies and practices
• Proven ability to influence and work effectively across all levels in a highly-matrixed environment
• General knowledge of employment laws and ability to apply legal concepts to real world situations
• Highly organized with strong attention to detail, while also able to manage multiple priorities
• Excellent communication skills, both written and verbal across a wide audience
• Proven ability to deal with conflict and diffuse difficult situations
• Focus around talent development and retention

Additional Information:

Organizational chart

Supervisor

Plant Manager

Functional manager (if applicable)

HR Director FMC

Peers (if applicable)

Leadership Team

Direct reports (if applicable)

HR supervisor, SR HR Generalist, SR HR Generalist, HRDP

Indirect/functional reports (if applicable)

N/A

Dimensions

Scope of responsibilities: Local, regional, etc.

Plant - $250M; 550 employees

• Turnover
• Time to Fill
• Engagement
• Manager Effectiveness
• Inclusion
• Diversity