Senior HR Generalist

Eaton’s Power Components Division is currently seeking a Senior HR Generalist. This is an on-site position based at our Horseheads, NY facility. Relocation assistance is available for candidates currently residing within the US/PR. The expected annual salary range for this role is $86000 - $126000 a year. 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. What You’ll Do The Senior HR Generalist will provide strategic and hands-on Human Resources support to the Eaton Horseheads facility by partnering with plant leadership and employees to strengthen organizational effectiveness, employee engagement, and a positive labor environment. This role will ensure consistent application of HR policies, practices, and the Collective Bargaining Agreement (CBA) across union and non-union populations while aligning HR initiatives with business objectives and Eaton values. Key Responsibilities Employee Relations: Serve as a strategic HR partner to plant leadership on employee relations, performance management, engagement, and organizational effectiveness. Interpret and administer the Collective Bargaining Agreement, including grievance management and arbitration preparation. Lead employee relations efforts such as investigations, conflict resolution, and leader coaching to mitigate risk. Drive employee engagement and culture initiatives, including surveys, action planning, recognition, and site-level programs. Talent Management: Support full-cycle recruitment and onboarding in partnership with hiring managers to enhance quality of hire, retention, and time-to-fill. Coach supervisors and managers on leadership effectiveness, employee development, and performance management. HR Operations: Oversee HR operational processes including timekeeping (Kronos), payroll coordination, job changes, wage administration, and leave management. Support continuous improvement initiatives through Eaton Business Excellence and other process improvement methodologies. Ensure compliance with employment laws, company policies, and internal procedures. Analytics: Analyze HR metrics (e.g., turnover, absenteeism, engagement) to identify trends and provide actionable insights. What will make you successful? The ideal candidate brings a well-rounded core HR background with strong expertise in labor relations, including CBA administration, grievance management, and employee relations within a manufacturing environment. You demonstrate exceptional communication skills, professionalism, and discretion, building credibility across the organization. You provide coaching to front-line leaders on performance management, workplace issues, and compliance with federal and state employment laws while balancing both business and employee needs effectively in a fast-paced setting. You also leverage tools such as Excel to support reporting and analysis of HR metrics and trends, translating data into actionable recommendations. We are looking for candidates who are diverse in their backgrounds, perspectives, and experiences, and who can bring fresh and innovative ideas to our team. Qualifications Required (Basic) Qualifications: Bachelor’s degree from an accredited institution Minimum 2 years of experience in human resources 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 in Human Resources, Labor relations, Industrial/Organization Psychology and/or HR certification Prior labor relations experience Experience in manufacturing and/or union environment Prior experience with talent management and organization effectiveness tools with a professional salaried workforce Experience working with HR systems and data management tools (e.g., HRIS/HRMS such as Oracle, Workday, or similar systems); ability to maintain data accuracy and confidentiality 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. 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 View phone number on click.appcast.io 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. Click here for more detail: 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. #J-18808-Ljbffr