Organizational Development Manager-Hydraulics Group

Job Description

• [Company], Hydraulics Group has an opening for a Global Organizational Development Manager located at its Eden Prairie, MN location.
• The Global Organizational Development Manager is the functional leader for the Hydraulics Group business, consisting of 11,500 employees worldwide and having annual revenue of $2.4B. The primary responsibility of the position is to formulate leadership and organizational development and effectiveness strategies and solutions necessary to accelerate, achieve, and/or and sustain the vision, goals, and values of the HYD Group and Eaton Corporation.
• Reporting to the VP–Human Resources, the Manager is the lead functional advisor to executive management and collaborates with corporate and regional leaders to ensure alignment and integration for successful implementation and results. Strategies and solutions are developed and deployed through a regional matrix reporting structure consisting of Regional/Divisional HR leads for the Americas, EMEA, and APAC as well as Golf Grip and Filtration.
• The Global Organizational Development Manager drives strategies and solutions in partnership with the VP-Human Resources, Senior Leadership Team, Corporate, and Regional/Divisional Leaders as follows:

Functional Leadership

• Leads the OD function for the global enterprise by partnering with senior management to set strategy and create a comprehensive plan to build organizational and functional capability. Utilizes strong OD process to assess, diagnose, design, and deliver custom solutions needed to optimize talent management and enhance organizational effectiveness. Participate in Strategic planning activities for associated leadership teams.
• Measures and evaluates organizational human resources performance utilizing the HR Balanced Scorecard. Establishes the BSC reporting and action planning practices for the Group and coordinates with HR BSC owners in the regions. Ensures linkage with EPM process and associated targets are established for required measures.
• Researches and benchmarks practices and solutions to advance practices and solutions that differentiate or maintain competitiveness in a cost-effective manner. Maintains membership HRPS and/or other professional organizations
• Supports achievement of the organization’s profit plan through budget management and execution of practices and solutions that provide a return on investment or advance the overall strategy.
• Facilitates, supports, and leads endeavors that contribute to the culture of “Doing Things Right” and reinforce the practice of Eaton Values & Philosophy.

Talent Management

• Designs and manages talent management strategies and processes to include assessment, development, performance, career management, and retention of top talent.
• Develops and facilitates talent review process for use by senior managers. Measures and tracks progress of talent action plans. Manages global top talent pool for consideration for roles SB12 & above. Coordinate with WHQ on [Company] talent pool deployment GM+ level. Maintains database for real-time top talent status/reporting
• Serves as the Group process owner for succession management practices such as the annual Organizational Capability Assessment (OCA). Assists leaders with the creation of action plans and monitors progress.
• Works with key leaders to accelerate successful leadership transitions as an advisor throughout preparation, on-boarding, assimilation, and early transition phases. Provides development tools, methods, and resources designed to foster relationship-building and accelerate from initiation to productivity.
• Develops approaches to build organizational capability through leadership development planning activities such as targeted assignments, experiential learning, executive coaching, 360 feedback, formal education, and leadership programs.
• Develop regional team to be able to deploy front line leaders, M-Power and other corporate programs.

Organizational Effectiveness

• Engages with dedicated M&A team on M&A and Integration efforts. Establishes the strategy and process for talent and cultural assessment, integration team preparation and high performance teaming, deployment of APEX and required leadership training, and business and cultural transformation initiatives.
• Builds capability for strategic change leadership by providing coaching support to business leaders on transformational change initiatives and training and supporting OCM practitioners. Identifies pool of business leaders to certify in OCM to facilitate OCM deployment and support.
• Provides coaching and consulting on organizational structure analysis and design to leaders and their teams, working to identify optimal structural design that aligns with business requirements and objectives.
• Champions APEX performance management practices, serving as the subject matter expert on goal-setting, employee development, coaching and feedback, and performance counseling and action planning.
• Drives organizational effectiveness of the HR function through application of the Eaton Business System to enhance communication and standardization of key business practices and processes. Utilizing the Eaton Business Excellence Assessment criteria, leads the effort to systematically evaluate functional performance, prioritize high impact change, and oversee implementation. Uses EBE criteria to improve alignment and effectiveness within HR.
• Monitors employee engagement and managerial effectiveness as the process owner of the [Company] Employee Engagement Survey, which includes system administration, preparation, and action planning, and sharing of best practices. Assists leaders to analyze and develop actions to address engagement and leadership effectiveness trends.

Performance Management and Improvement

• Use OD process to assess, diagnose, design, and deliver custom solutions needed to optimize talent and enhance effectiveness. Implement learning organization initiatives in business.

Services/solutions include:

• Training and development needs assessment
• Strategy development
• Organizational performance or cultural assessment and action planning
• Change management consulting
• Engagement solutions
• Organization analysis and design
• Custom team-building, improving effectiveness
• Acquisition cultural integration
• Training and meeting facilitation
• Facilitate leadership assimilation sessions

Basic Qualifications:

• Bachelor Degree in Business Administration, Human Resources or Organizational Development from an accredited institution required.
• Minimum of 7 years of human resources organizational development experience.
• Must be legally authorized to work in the United States without company sponsorship.

Position Criteria:

• Proven success developing and designing OD and talent strategies for business.
• Hands on Operations OD experience.

Preferred Qualifications:

• Master’s Degree