HR Manager

Job Overview Eaton’s Power Distribution and Controls Assembly Division is currently seeking an HR Manager to lead the Human Resources function for our Omaha, Nebraska manufacturing facility. Relocation assistance is available within the US. Our Omaha plant is expanding its operations to Bellevue. Eaton’s new 370,000‑square‑foot facility will be operational in the first half of 2027 and will support a high volume of switchgear structures at the quality and speed that AI data center customers require. The facility will include fabrication, paint line, warehousing, several assembly lines, and test, along with all the support functions: Supply Chain, Quality, Operational Excellence, Engineering, Facility, Operations, EHS, and Finance. Reporting directly to the Plant Manager and functionally to the HR Director, you will lead the Human Resources function for approximately 300 production employees and 75 salaried employees. The HR Manager is accountable for aligning HR strategy with business objectives, driving organizational effectiveness, and leading expanded operations through workforce planning, change management, and leadership coaching. Responsibilities Lead HR Strategy as a Business Partner – serve as a core member of the site leadership team, aligning HR strategy with plant objectives across ramp, cost, delivery, and quality to drive overall business performance. Own and support Workforce Planning & Ramp Execution – lead end‑to‑end workforce planning, hiring, and onboarding to support aggressive growth, dual‑site operations, and production ramp timelines. Drive Organizational Readiness & Change – lead large‑scale change initiatives (new facility launch, operating model shifts, schedule changes) to ensure effective adoption, workforce stability, and leadership alignment. Build Scalable Workforce Capability – partner with the Workforce Development leader to scale training, onboarding, and skills development systems that enable workforce readiness, productivity, and continuous improvement. Strengthen Engagement & Culture at Scale – lead employee relations, engagement strategy, and communication planning to maintain a high‑performance, positive work environment during rapid growth. Develop Leaders & Scale Leadership Bench Strength – own talent development frameworks including goal setting, performance management, and leadership capability building; scale the leadership team in line with plant growth. Align Labor Model to Operations Demand – partner closely with operations to align staffing, skills mix, and labor strategies with production requirements, capacity plans, and operational constraints. Own Talent Strategy End‑to‑End – develop and execute a comprehensive talent strategy covering recruitment, development, succession planning, and retention. Lead HR Functional Excellence – drive consistent HR processes across the site, ensuring standardization, scalability, and alignment to division and corporate HR frameworks (EBS). Provide leadership guidance, mentoring, and change‑management expertise to lead through cycles of improvement, ensuring alignment of key programs and initiatives with the Eaton Business System. Develop, optimize, document, and standardize sustainable processes, sharing best practices across the plant, division, and function. Liaise with Corporate HR Services to provide workforce with greater HR program accessibility. Manage the site’s employee recognition and reward programs aligned with business objectives. Drive positive employee relations and culture to provide an optimal work environment for all employees. Effectively deploy communication plans and utilize assessment tools (e.g., employee listening programs) to determine organizational issues and action plans. Empower and support employee engagement committees to improve culture aligned to Eaton’s aspirational goals. Establish diversity initiatives and maintain governmental compliance through EEO practices. Qualifications Basic Qualifications: Bachelor’s degree in Human Resources, Business Administration, or a related field. Minimum five (5) years of HR experience. Prior experience directly managing others. Work experience in a manufacturing or operations environment. Note: Eaton will not consider applicants for immigration sponsorship or support for this position. Preferred Qualifications: Master’s Degree in Human Resources/Industrial Relations or a related field. PHR/SPHR or other HR Certification. Proven experience developing and executing a talent strategy, including recruiting top talent for both professional and production positions. Proven experience leading complex change‑management initiatives that drive business transformation, organizational effectiveness, and sustainable adoption of new processes. Position Criteria: Knowledge of relevant local, state, federal, and employment laws and accepted HR theory, policies, practices, laws, and regulations affecting wage and salary administration, employee relations, OSHA, FMLA, benefits administration, and wage structures. Commitment to employee engagement and continuous improvement. Strong drive for results and sense of urgency; data‑ and metrics‑driven. Strong project management skills with the ability to lead a cross‑functional business team. Ability to work in a matrixed, engineer‑to‑order (ETO) environment. Strong employee relations skills with the proven ability to successfully drive change and leadership, ownership, and accountability. Well‑developed PC skills and solid knowledge of Microsoft Office, Kronos, HRMS/HRDA. Additional Information All positions may require participation in video and in‑person interviews as part of the hiring process. All candidates will be evaluated based on job‑related competencies, and all candidates’ privacy rights and data security will be protected in accordance with applicable laws. Compensation and benefits: The expected annual salary range for this role is $113,000 – $165,000 a year. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations. Eaton believes in second‑chance employment. Qualified applicants with arrest or conviction history will be considered regardless of that history, in accordance 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 a conviction directly related to the job, you will have the chance to explain the circumstances, 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 View phone number on click.appcast.io to discuss your specific need. Only accommodation requests will be accepted by this phone number. We are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based on 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 provides various Health and Welfare benefits as well as Retirement benefits, and several programs that provide for paid and unpaid time away from work. Please see Eaton Benefits Overview for more detail. Specific programs and options available may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements. #J-18808-Ljbffr