The Director, HR Acquisitions and Divestments serves as a HR transaction leader responsible for shaping and executing the people strategy for global acquisitions, divestitures, joint ventures, minority investments, and related portfolio actions. The role partners with Strategy & Corporate Development, business executives, Legal, Finance, HR Centers of Excellence, and regional HR teams to translate transaction objectives into integrated HR strategies, risk mitigation plans, and operational execution from diligence through close and post-close stabilization.

Essential Functions:
• Provide Strategic HR Transaction Leadership: Serve as a HR advisor to Strategy & Corporate Development, business leaders, Legal, Finance, and HR leadership on people-related transaction strategy, risks, obligations, and execution requirements. Translate deal objectives into HR strategies that support value creation, business continuity, compliance, and employee experience.
• Conduct Strategic HR Analysis and Risk Assessment: Lead comprehensive analysis of workforce, labor, compensation, benefits, talent, culture, organization design, HR systems, and employee relations data to identify risks, cost implications, valuation inputs, and recommended deal positions for senior leader decision-making.
• Lead HR Due Diligence and Early Integration Planning: Direct the HR due diligence process by coordinating Eaton specialists, Centers of Excellence, regional HR teams, and target company HR contacts to assess employment terms, labor matters, compliance, leadership and talent, culture, organization, compensation, benefits, and HR technology. Convert diligence findings into early integration, Day 1 readiness, separation, retention, communications, and transition service actions.
• Manage HR Transaction Workstreams and Governance: Establish and manage HR workplans, milestones, issue logs, risks, decision points, and escalation processes to ensure transaction deliverables are completed accurately and on time. Coordinate cross-functional owners and maintain executive visibility to key HR dependencies and risks.
• Influence Legal and Commercial Transaction Documents: Provide HR input and recommended positions for purchase and sale agreements, employee matters agreements, transition service agreements, employment agreements, restrictive covenants, retention programs, benefits provisions, and other transaction documents to ensure identified risks, obligations, and commitments are appropriately addressed.

Qualifications:

Required Qualifications
• Bachelor's Degree from an accredited institution
• Minimum ten (10) years' progressive human resources experience
• Demonstrated experience partnering with senior leaders on complex business, transformation, integration, separation, or transaction-related initiatives
• Experience in manufacturing, industrial, or global matrix environments at a leadership level
• 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 business, human resources, labor relations, organizational development, or related field
• Experience leading HR workstreams for acquisitions, divestitures, integrations, separations, transition services, employee matters agreements, or other complex transactions
• Experience influencing transaction documents, employee communications, retention strategies, operating model decisions, or Day 1 readiness plans

Position Criteria:
• Strategic HR leadership capability with ability to translate business and transaction objectives into people strategies, risk mitigation plans, and executable workplans
• Executive presence, influence, communication, and coaching skills with senior leaders, deal teams, legal partners, and cross-functional stakeholders
• Strong analytical capability, including ability to assess workforce, labor, compensation, benefits, HR systems, compliance, culture, organization, and talent data to inform transaction decisions
• Advanced project and program management skills, including governance, issue resolution, risk tracking, milestone management, and cross-functional accountability
• Ability to operate effectively in ambiguous, confidential, time-sensitive, and globally matrixed environments
• Broad knowledge of HR operations, employment practices, employee relations, compensation, benefits, payroll, HR technology, talent, communications, and change management
• Strong knowledge of Eaton HR policies, practices, processes, systems, and governance expectations
• Proven ability to balance strategic direction with tactical execution and deliver results through others without direct authority

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.

At Eaton, we strive to provide compensation and benefits that attract, engage, and retain the best talent. This includes competitive pay and a variety of benefit programs for eligible employees. The expected annual salary range for this role is $165000 - $242000 a year. This role 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.

The application window for this position is anticipated to close on September 2nd, 2026.

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.