What you’ll do:

Position Overview: 
This position leads the Human Resources function for the global Distributed IT (D-IT) business within the Data Center Segment, which includes $1B+ in revenue across multiple countries. The HR Director will develop, implement and validate Human Resources strategies, initiatives and programs aligned with short and long-term business plans. They will also foster a culture in the organization that promotes making work exciting, engaging and meaningful. 

 As the Global HR Director you will report directly to the General Manager/SVP of the business and functionally to the Vice President of Human Resources for the Data Center segment.  You will  be a key member of the D-IT division leadership team, partnering with functional/site leaders to ensure human resources programs and initiatives are aligned with strategic and annual business objectives.

Essential functions include:

• Lead a major organizational transformation, transitioning the business from a regional model to a fully integrated global operating structure.
• Partner across regions and functions, influencing senior leaders to define, build, and deploy a global D‑IT organization and operating model.
• Strategically lead organizational design and analysis, ensuring structure, roles, and capabilities align with business strategy and future growth.
• Develop and execute comprehensive change‑management strategies that drive adoption, engagement, and sustained performance throughout the transformation.
•  Design the global HR organization to support the new operating model and lead the HR function for the D‑IT business, ensuring consistency, scalability, and effectiveness.
• Coach and advise leaders to strengthen leadership effectiveness, performance management, and accountability across the full employee lifecycle.
• Champion the Eaton Business System across the division, fostering employee engagement through a culture grounded in safety, inclusion, customer focus, and continuous improvement.
• Ensure positive employee and labor relations, creating an inclusive, compliant, and high‑performance work environment across all regions.
• Build organizational capability through end‑to‑end talent management, including talent acquisition, assessment, performance management, succession planning, and retention.
• Oversee compensation, reward, and recognition programs while ensuring alignment with corporate policies.
• Partner with site leaders and local HR teams to deploy effective communications, leverage employee listening tools (e.g., engagement surveys), and translate insights into action plans.
• Advise leaders on HR policies, labor laws, and regulatory requirements, ensuring compliance with local and governmental regulations across geographies.

Qualifications

Required Qualifications

• Bachelor’s degree from an accredited institution
• Minimum fifteen (15) 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 or HR Certification
• Experience leading the HR function for a global organization for a similar scope/scale business
• Experience leading business transformation efforts across a global footprint.
• Proven experience developing and impleneting change‑management strategies that drive adoption, engagement, and sustained performance

Position Success Criteria:

• Demonstrated strategic thinking capability and business acumen.
  Knowledge of relevant local/state/federal/provincial employment laws. 

• Excellent facilitation/ coaching skills. Strong employee relations skills with the proven ability to drive change and leadership ownership/accountability.
• Strong leader of people with proven capability to empower, motivate and develop others.
• Drives for results and sense of urgency; data and metrics-driven.
• Strong project management skills with ability to lead a global business team.

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. 

The expected annual salary range for this role is  $182,000 - $266,000 . This position is also eligible for a variable incentive program.

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. 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.