Eaton Corporation Manager, Early Talent Programs in Cleveland, Ohio
Eaton's Early Talent COE has an opportunity available for a Manager, Early Talent Programs to support the Operations for Engineers Program. This position can be based out of Beachwood, OH or Pittsburgh, PA.
The Manager -Early Talent (ETM) supports Eaton’s growth strategy by ensuring a high-quality, diverse, sustainable pipeline of talent to meet current and future business needs. The primary responsibility is to partner with stakeholders to develop and execute early talent strategies in alignment with short and long term talent requirements of the functions and sectors.
This position will be a member of the Early Talent(ET) CoE Program Manager team and will be responsible for the design and management of Early Talent Development programs, including the Operations for Engineers Program in support of the short term and long term talent needs of the program, while driving and adhering to standard practices across the ET CoE. The ETM is responsible for understanding Early Talent needs, generational trends, and Eaton’s talent strategy and designing appropriate development opportunities.
The span includes, but is not limited to, managing multiple full time Leadership Development programs and partnering with the Manager-Early Talent Intern Programs and the Campus Manager on the strategy of the programs.
The ETM oversees program strategy, communication, leadership training, headcount planning and university recruitment for the Operations function. While the assignment manager guides day-to-day job details, the ETM provides a framework of resources to guide and counsel program participants throughout the duration of the program.
The ETM engages functional and sector executive sponsors and stakeholders and related steering committees in strategy and planning and communicates key developments and results.
Strategy & Headcount Planning – Lead discussions with executive program sponsors and stakeholders as needed to gain input or to inform. Create program strategies in alignment with short and long term talent requirements of the functions and sectors.
Talent Partnering – Partner with business and functional HR and Talent Management to understand critical pipelines, business strategies, and future skillset and pipeline needs.
Recruiting – Co-develop recruiting and campus strategies with Campus Managers with the purpose of selecting the right schools, building strong university relationships, promoting Eaton at campus events, interviewing and selecting talent for 2nd round interviews.
Selection –Drive consensus discussions to select talent, and work with HR Services and Campus Manager to initiate job offers.
Assignment Management - Work with each business group to define challenging LDP assignments, ensuring a broad spectrum of opportunities.
Performance Coaching – Provide a framework of resources for Early Talent including coaching and feedback on current skills, strengths, development need for their current role, as well as building future leadership capabilities. Coach Assignment Managers on strong goal setting, expectation setting, conducting performance reviews, and on-going performance feedback to participants.
Continuous Improvement – identify opportunities for continuous improvement in the programs, and work with the OPEX Manager to design and deploy those improvements.
Budget – provide financial estimates related to Development Programs into profit plan cycle; update and maintain an accurate forecast.
Training and Development – Work with Sr. Early Talent Specialist to ensure that all Early Talent has access to development through a training curriculum.
Create a framework for developing, maintaining, and communicating functional career paths and competencies for specific functions. Advise on functional competencies, developmental tools, methodologies, and practices.
Bachelor’s degree from an accredited institution required.
Minimum of 5 years of relevant industry experience.
Must be legally authorized to work in the United States without company sponsorship.
2 years of manager of people or HR experience preferred.
Engineering or Operations experience preferred.
Ability to recruit, assess & select top talent and coach assignment managers.
Effective relationship building and interacting with both college recruits and senior leadership
Understanding of performance management and having the coaching skills necessary to help drive high performance among university hires.
Ability to maintain the integrity of the program while managing multiple & sometimes conflicting stakeholder priorities.
Understanding of how leaders develop.
Experience with change management processes and projects.
Ability to create processes, review metrics and measure on-going review of processes for continuous improvement.
Experience in a matrix organization.
We make what matters work. Everywhere you look—from the technology and machinery that surrounds us, to the critical services and infrastructure that we depend on every day—you’ll find one thing in common. It all relies on power. That’s why Eaton is dedicated to improving people’s lives and the environment with power management technologies that are more reliable, efficient, safe and sustainable. Because this is what matters.
We are confident we can deliver on this promise because of the attributes that our employees embody. We’re ethical, passionate, accountable, efficient, transparent and we’re committed to learning. These values enable us to tackle some of the toughest challenges on the planet, never losing sight of what matters.
Job: Human Resources
Region: North America – US/Puerto Rico
Organization: Corporate Sector
Job Level: Individual Contributor
Is remote work (i.e. working from home or another Eaton facility) allowed for this position?: No
Does this position offer relocation?: Relocation from within hiring country only
Travel: Yes, 25 % of the Time
Eaton is an Equal Opportunity and Affirmative Action Employer. Eaton is 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.
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