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Eaton Corporation Talent Technology Enablement Leader in Helena, Montana

Eaton’s corporate Human Resources team is seeking a Talent Technology Enablement Leader to manage and oversee the enterprise-wide talent technology footprint and roadmap needed to enable the company’s overall talent strategy (including but not limited to talent acquisition, talent management, internal talent marketplace, skills management and planning, goal setting, succession planning, etc.). This position could be based remotely within the US, or at one of Eaton’s major US locations, with a preference for our Beachwood, OH corporate office.

Founded in 1911, Eaton is marking its 100th anniversary of being listed on the New York Stock Exchange. We reported revenues of $20.8 billion in 2022 and serve customers in more than 170 countries.

The expected annual salary range for this role is $131249.97 - $192499.96 a year. This position 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.

What you’ll do:

The Talent Technology Enablement Leader collaborates with the Talent Center of Excellence (COE) leadership team to determine and prioritize strategic initiatives. This Leader will stay up-to-date on industry trends and provide thought leadership on talent technology-related projects including improvements, modifications, customizations, upgrades, and adoption of new functionality. The role also oversees major projects and strategic change initiatives connected to Talent (e.g., managing impact analysis, cost and benefit estimation/ROI for the business case, risk assessment, etc.).

This Leader has an in-depth knowledge of software development, system configuration, integration, and HR processes. This individual manages the selection, deployment and management of HR talent technology and tools, driving strategic initiatives and implementing best practices to support the Talent COE. The leader partners with stakeholders to understand business priorities, improve performance, ensure customer needs are embedded into product directions and realize expected benefits and value.

  • Partner with the Talent COE leadership team to develop a talent technology strategy and roadmap that aligns with organizational goals and objectives, (including but not limited to talent acquisition, internal talent marketplace, skills management and planning, performance management, goal setting, succession, etc.)

  • Prioritize talent strategic initiatives and lead major projects and change initiatives that are aligned with the talent strategy.

  • Lead the implementation of talent technology solutions that support HR operations and processes, (including performance management, succession management, goal setting and talent acquisition), with responsibility for corresponding business outcomes.

  • Lead a team of talent technology enablement specialists/analysts, with full responsibility for engagement, performance and development across all team members

  • Stay current with emerging HR technology trends and recommend new solutions to enhance talent operations and processes. Demonstrate technical competence of HR talent solutions with forward-thinking mindset

  • Partner with Talent COE to develop metrics to measure the effectiveness of HR Talent technology and tools, and continuously improve talent operations and processes.

  • Communicate frequently with internal and external customers at a senior level (including IT, HR Leadership Team, Talent COE and vendors) on product vision and roadmaps. Proactively identify areas where improvements can be made to prevent production problems and ensure business continuity. Provide functional leadership to the HR production support team and provide prioritization management on production issues

  • Manage escalations and issues, actively participate in vendor community sites and work with software providers on future enhancements and product roadmap.


Basic Qualifications

  • Minimum 10+ years of broad HR experience including talent management, performance management and talent acquisition

  • Bachelors degree from an accredited institution.

  • Experience implementing, managing, and supporting HR systems and support.

  • Exposure to Human Capital Management (HCM) cloud systems and/or large-scale system integration.

  • Demonstrated success managing people and leading teams.

  • Must be legally able to work in the US without company sponsorship.


  • Experience designing, developing and supporting organization-wide talent programs that cover talent acquisition, performance management, talent development, coaching, succession planning, data analytics and/or relationship management.

  • Knowledge/experience with SAP/SuccessFactors and preferred.


  • Deep knowledge of HR technology systems and tools.

  • Broad knowledge of information technology capabilities and characteristics, software languages and applications, database technology, communications hardware/software, standards and procedures and data security techniques.

  • Strong analytical skills, with the ability to use data to drive decision making.

  • Good knowledge of project management and agile principles, methodologies, and practices, such as Scrum and Kanban

  • Excellent communication skills, both written and verbal at all levels of the organization.

  • Experience in working with customers to understand and document technical requirements as well as map requirements to functionality.

  • Strong team-oriented interpersonal skills including facilitation and negotiation, ability to lead and influence others, and the ability to effectively interface and work with a wide variety of people.

  • Ability to coordinate and/or lead many activities on a medium to large-scale projects.

  • Understanding of AI and its potential applications in HR, such as automating repetitive tasks, providing data-driven insights, and improving decision-making.

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 considers qualified applicants regardless of criminal histories, consistent with local laws. 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.