Global HR Director

Eaton’s Filtration division is currently seeking a Global HR Director to join our team. This position is based at the Beachwood, OH office and relocation within hiring country is offered.

The Human Resources Director serves as a strategic advisor and thought partner to the Filtration VP/GM and the division leadership team, enabling delivery of business results while supporting the organization’s growth, transformation, and global operating model. This role is accountable for shaping the people and culture agenda for a $290M global division with approximately 900 employees across North America, EMEA, and APAC, operating within a complex, matrixed environment.

As a key member of the leadership team, the HR Director balances strategic foresight with pragmatic execution, helping leaders anticipate workforce needs, develop talent and leadership capability, strengthen employee engagement and retention, and leads change in a dynamic global business. The role manages 1 direct and 6 functional reports (site HR leads) and leads a global HR organization of approximately 20 HR professionals. This role reports functionally to the SVP HR for Industrial Sector and has a high amount of visibility and exposure working with the Industrial Sector SLT.

Strategic Impact

This role is critical to:

• Enabling sustained growth and execution excellence
• Building a strong leadership bench and high-performing teams
• Driving a culture of accountability, inclusion, and continuous improvement
• Navigating global workforce complexity, regional labor considerations, and cross-cultural leadership challenges
• Acting as a change champion and trusted advisor during periods of transformation
  
  
  

Key Responsibilities

Strategic Business Partnership

• Act as a trusted advisor to the VP/GM and leadership team, providing counsel on organizational effectiveness, leadership capability, workforce strategy, and change management.
• Partner with leaders to translate business growth objectives into people and capability strategies that drive results.
• Anticipate and proactively address global people risks and opportunities across geographies, regulatory environments, and cultures.
  
  
  

Leadership, Team, and Organizational Development

• Coach and influence leaders to enhance leadership effectiveness, decision-making, and accountability.
• Lead leader and team development strategies that strengthen execution, collaboration, and resilience in a global matrix.
• Drive organizational design and workforce planning to ensure the division is structured and resourced for growth and agility.
  
  
  

Culture, Engagement, and Retention

• Shape and sustain a culture that promotes trust, inclusion, performance, and employee growth.
• Champion employee engagement and retention strategies, using data and insights (e.g., employee surveys) to drive targeted action plans.
• Ensure employee value propositions support attraction and retention of critical talent in competitive global markets.
  
  
  

Talent Strategy and Capability Building

• Own and integrate end-to-end talent processes, including talent acquisition, performance management, succession planning, development, and retention.
• Develop internal talent pipelines and succession plans for key leadership and technical roles globally.
• Build HR capability across the division, developing HR leaders and teams to operate as strategic partners to the business.
  
  
  

Change Leadership and Global Complexity

• Serve as a change champion, leading and supporting transformation initiatives across regions and functions.
• Navigate the complexity of operating in a global environment, including international labor relations, regional practices, and cultural differences.
• Partner with sector and enterprise HR to ensure alignment with broader strategies while addressing unique local and regional needs.
  
  
  

Rewards, Recognition, and Compliance

• Oversee compensation, reward, and recognition programs in alignment with corporate frameworks and local market considerations.
• Ensure compliance with employment laws and regulations across multiple countries and regions.
  
  
  

Qualifications

Required Qualifications:

• Bachelor’s degree from an accredited institution
• Minimum seven (7) years of progressive HR experience
• Minimum five (5) years of people leadership experience
• Experience in a matrixed manufacturing 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

• MBA or Master’s Degree from an accredited institution
• Minimum ten (10) years of HR leadership experience
• Experience working with global workforces and international labor relations
  
  
  

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.

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.