Plant HR Manager

Eaton's Electrical Sector - PDCA division is currently seeking a Plant HR Manager for our Avery Creek manufacturing facility in Asheville, NC. This onsite leadership opportunity is ideal for an experienced HR professional who thrives in a manufacturing environment and is passionate about shaping culture, strengthening organizational capability, and driving business performance through people. Relocation assistance is available for candidates currently residing in the U.S.

Reporting directly to the Plant Manager and functionally to the HR Director, you will serve as the senior HR leader for the site, supporting approximately 320 production employees and 30 salaried employees. As a trusted advisor and strategic partner to the plant leadership team, you will translate business priorities into impactful people strategies that attract, develop, engage, motivate, and retain talent. You will lead critical initiatives across employee and labor relations, staffing, culture and engagement, talent development, workforce planning, and organizational effectiveness, helping create a high-performance organization positioned to achieve both immediate plant objectives and long-term business goals.

The expected annual salary range for this role is $113,000 - $165,000 a year. Please note the salary information shown is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations.

What you'll do:

• Serves as a strategic HR Partner and advisor to the operations leadership team.
• Drive HR functional excellence, ensuring standardization, scalability, and alignment to division and corporate HR frameworks.
• Develop, implement and maintain compliant HR policies, practices, records, and operating review processes.
• Oversee staffing, talent management, succession planning, organizational effectiveness, and employee development.
• Leads various employee relations activities such as management coaching, conducting investigations, and supporting the performance management process.
• Administer compensation practices and generate reports for regulatory, budgeting and auditing purposes.
• Build organizational capability by supporting the Eaton talent management and organizational effectiveness initiatives in areas such as succession planning, organizational capability reviews, mentorship program, leadership development training, and performance management.
• Coach and influence leadership regarding policies, practices, laws and regulations to ensure all human resource policies and programs follow local and governmental regulatory requirements and are driving an engaged culture.
• Facilitates and participates in company-wide committees in support of the overall Eaton goals, such as wellness, community involvement, and inclusion & diversity initiatives.
• Facilitates the end employment process for both voluntary and involuntary separations.
• Effectively deploy communication plans and utilize assessment tools (e.g. employee listening programs) to determine organizational issues and action plans.
• Provide leadership guidance, mentoring and change management expertise to lead through cycles of improvement, ensuring alignment of key programs and initiatives.

Qualifications:

Basic (required) Qualifications:

• Bachelor''s degree in human resources, business administration or related field from an accredited institution.
• Five (5) years of progressive human resources experience supporting a manufacturing operation or similar industrial 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, labor or industrial relations from an accredited institution.
• Strong employee relations skills with the proven ability to successfully drive change and leadership, ownership, accountability.
• Previous experience as a manager of people.

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.

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.