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 is expected to be operational in the first half of 2027. The new facility will be designed to support high volume of switchgear structures at the quality and speed that AI data centers 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. A successful HR leader in this role operates as a hands-on leader while shaping long term HR and workforce strategy. Therefore, balancing the operational rigor with strategic leadership during our rapid growth is critical to success of this role.

What you'll do:
• 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), ensuring effective adoption, workforce stability, and leadership alignment.
• Build Scalable Workforce Capability: Partner with 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, and 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, ensuring strong bench strength, clear accountability, and consistent leadership behaviors across all levels.
• 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, and driving change management plans to maximize organizational effectiveness.
• Develop, optimize, document, and standardize sustainable processes, sharing best practices across the plant / division / function.
• Liaise with Corporate HR Services to provide workforce with greater HR programs accessibility
• Manage the sites 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
• Establishes diversity initiatives and maintains governmental compliance through EEO practices

Basic Qualifications:
• Bachelor's degree in human resources, Business Administration or related field
• Minimum Five (5) years of HR experience
• Prior experience directly managing others
• Work experience in a manufacturing or operations environment
• 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/Industrial Relations or related field
• PHR/SPHR or other HR Certificaiton
• Proven experience developing and executing a talent strategy including recruiting for top talent, both professional and production positions
• Proven experienced 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/ employment laws and accepted HR theory, policies, practices, laws, and regulations affecting such areas as: 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 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, accountability
• Well-developed PC skills and solid/effective knowledge of Microsoft Office, Kronos, HRMS/HRDA

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 $113000 - $165000 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.

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.