Develop and maintain a positive employee relations atmosphere throughout the organization supporting all business functions and ensuring compliance with laws and regulations relating to employment practices and division/corporate guidelines, to develop, deploy and maintain a wide variety of human resources initiatives and programs to the Fluid Connectors Division product lines as well the support functions at the Querétaro location to meet and exceed business objectives while driving functional excellence. Assure Build Organizational Capability and Employees Wellbeing and Satisfaction across the Organization. Support local Human Resources function in order to facilitate effective delivery of Training Process and organizational development initiatives, while driving Eaton's Philosophy of Excellence through People.
• Bachelor’s degree in Human Resources, Business or related field.
• 5-7 years’ experience in HR, preferably in an unionized manufacturing environment
• Bilingual (Spanish & English language capability, speaking, reading and writing)
• Experience in similar position preferable
• Depth knowledge of:
o Employment legislation
o Onboarding/Assimilation Process
o Leadership Development
o Succession Planning
o Employee Relations
o Welfare & Motivation
o Workforce integration
• Ability to motivate, counsel and constructively deal with people at all levels
• Ability to build trust and maintain confidentiality
• Organizational and analysis capabilities
• Excellent verbal & written communication skills
• Excellent presentation skills
• Master’s degree preferable
• Work under the guidelines, policies and process of Eaton's Philosophy, IATF 16949 and ISO 14000 Environmental
QualificationsA. Acts as organizational development liaison and advisor to Eaton Querétaro to leadership and facilitates initiatives across the enterprise.
B. Plans, develops, implements and administer HR programs for Eaton employees wellbeing, satisfaction and support based on the EBE criteria and the Eaton Business System.
C. Responsible for development and integration of human resource programs and associated, multiple projects to achieve strategic business goals and operational objectives.
D. Coach to Managers to improve leadership capabilities in the organization and promote a high performing work culture.
E. Work with Division HR Manager and Department Managers to further develop the organization structure, work design, and development paths.
F. Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.
G. Identifies/incorporates best practices and lessons learned into program plans.
H. Provides a broad range of consultative services to all levels of employees regarding policies and procedures.
I. Facilitates communication among employees and management through Round Table Process. May guide managers and employees on problem solving, dispute resolution, regulatory compliance and litigation avoidance.
J. Responsible of Round Table Process to enhance communication among employees and Management.
K. Assists with planning, implementation, and on-going maintenance of Labor Relations, Employee Relations, Equal Employment Opportunity, Diversity, and Compensation Programs.
L. Consults with management on performance, organizational, and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.
M. Comply APEX cycle for New Hires or Transfer/Promotion through the definitions of formal goals and DP's
N. Assure APEX process compliance for Salary Employees
O. Evaluate and improve the reward and recognition system and suggestion program as necessary.
P. Develop, implement and train employees and managers in an effective performance management process which accurately assesses past performance and aids in establishing upcoming goals & objectives that are tied to the business. Ensure fairness, consistency and accuracy of review.
Q. Assure compliance of Organizational Communication, Employee Performance and Personnel Development Process.
R. Deploy Collective Bargain Agreement strategy
S. Assure and enhance relationship with union representatives
T. Support in the development and maintain labor strategy
U. Support initiatives to build organizational capability by attracting, developing and retaining top talent for all production jobs and salary positions.
V. Participates and supports activities in the design and implementation strategies of solutions that advance the Talent management strategy.
W. Designs and develops Succession and Career Planning training programs for leadership pipeline / talent pool to ensure leadership continuity
X. Comply with requirements of the Quality and Environmental Management Systems
Y. Contributes Organizational Culture performance and Labor Climate through the participation in HR Walks
Z. Contributes Vision of Zero Culture through the participation in the Safety Gemba Walks
AA. Contribute with the continuous improvement culture through the ideas program
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: Latin America
Organization: VEH NAA North America Auto
Job Level: Team Leader/Supervisor
Is remote work (i.e. working from home or another Eaton facility) allowed for this position?: No
Does this position offer relocation?: No