HR Manager, Energy Transition Business Unit & Division Engineering

Reporting directly to the HR Director for Energy Transition, Digital and Services in EMEA, this incumbent will act as a business partner to the Energy Transition business unit, and division Engineering function and its leadership teams to identity, develop and deploy business driven HR strategies designed to creating a high-performance, sustainable organization that is capable of achieving the business objectives and long-term strategy. This dynamic HR leader will partner with local and remote leaders on the strategic development of organizational capability, including talent recruitment, and management, performance management, reward and recognition, knowledge retention and succession planning, as well have site HR responsibility for the division's Le Mont sur Lausanne and Zurich location. 

Reporting directly to the HR Director for Energy Transition, Digital and Services in EMEA, this incumbent will act as a business partner to the Energy Transition business unit, and division Engineering function and its leadership teams to identity, develop and deploy business driven HR strategies designed to creating a high-performance, sustainable organization that is capable of achieving the business objectives and long-term strategy. This dynamic HR leader will partner with local and remote leaders on the strategic development of organizational capability, including talent recruitment, and management, performance management, reward and recognition, knowledge retention and succession planning, as well have site HR responsibility for the division's Le Mont sur Lausanne and Zurich location. 

Job responsibilities

• Lead the Human Resources function and act as a key member of the Energy Transition Business Unit leadership team to drive all strategic and operational HR activities for business
• Lead the facilitation of HR activities across the EMEA region for the division Engineering function. 
• Facilitates the design and implementation of impactful change initiatives that ensure the best possible solution for all major constituents, including employees, customers, and other stakeholders, etc.
• Drive HR functional excellence through deployment of Eaton programs, ensuring quality of process and content and alignment with the Eaton Business System to achieve goals and objectives, while supporting a culture of Continuous Improvement. Develop, optimize, document and standardize sustainable processes, sharing best practices across the division.
• Lead the workforce planning and talent acquisition strategy for the business and function; understanding trends in the local and national labor markets, anticipating turnover and meeting the profit plan headcount requirements, while enhancing the organization's capability to build our strategic skill and succession needs.
• Lead the development and deployment of initiates that facilitate employee engagement, retention and well-being, including committees to plan social and recreational activities that fost exchange between employees, management, and surrounding the community for Le Mont sur Lausanne.
• Lead the talent management and organizational effectiveness strategy by championing robust cross-training, succession planning, performance management practices and developing talent.
• Plan, develop, and implement an effective communications program to maintain a sound information exchange system between management and employees, and the surrounding community for Le Mont sur Lausanne.
• Provides clear guidance to leadership regarding policies, practices, laws and regulations to ensure all human resource policies and programs are in compliance with local and governmental regulatory requirements and support the achievement of both short/long-term business objectives.
• Counsels and influences leadership to build a high-performance winning culture and an inclusive environment, utilizes available rewards and recognition channels to encourage and promote Eaton leadership behaviors and results.
• Assesses and designs organization structures to optimize the delivery of the business strategic plan.
• Motivates and coaches’ employees and managers to maintain high levels of engagement, manager effectiveness, productivity, and quality.
• Reviews key HR metrics, analyzes root causes and trends and recommends appropriate actions to meet goals.

• Bachelor’s degree from an accredited institution required
• Master's degree from an accredited institution preferred"
• Minimum 10 years of progressive HR experience
• Experience with organizational design and effectiveness, talent management and assessment, and coaching
• Accountable and action-oriented; ability to drive change and business results
• Ability to influence and partner with stakeholders independently
• Effective analytical and problem-solving skills
• Excellent interpersonal, oral and written communication skills with all organizational levels
• Strong facilitation/coaching skills"

• Bachelor’s degree from an accredited institution required
• Minimum 10 years of progressive HR experience
• Experience with organizational design and effectiveness, talent management and assessment, and coaching