Enterprise Leadership Development Manager

Primary focus: approximately 70%

• Lead the end-to-end lifecycle of enterprise leadership development and professional skills capability-building initiatives, including needs assessment, strategy development, solution design, implementation, measurement, and continuous improvement.
• Partner with senior business leaders, HR leaders, Talent, Learning, and functional stakeholders to diagnose leadership and professional skills gaps and translate insights into practical, scalable development strategies.
• Design, build, and evolve leadership development pathways for key leader populations, career moments, readiness stages, and enterprise priorities, recognizing when to build and when to curate content.
• Translate enterprise leadership expectations, Eaton culture commitments, and business capability needs into scalable learning standards, tools, resources, and experiences.
• Establish enterprise governance, standards, success measures, and program frameworks that enable consistency while allowing appropriate local adaptation.
• Manage enterprise program deployment strategy in partnership with decentralized businesses, regions, functions, and learning delivery partners.
• Serve as both strategic advisor and hands-on practitioner, directly building content, tools, resources, communications, implementation plans, and measurement approaches as needed.
• Develop scalable learning journeys, manager enablement tools, facilitation resources, participant materials, communications, and implementation support assets.
• Monitor external market trends, emerging leadership practices, learning technologies, and capability-building innovations to keep solutions current, relevant, and practical.
• Lead vendor strategy, vendor selection support, relationship management, quality assurance, and vendor performance evaluation for assigned capability areas.
• Provide coaching, facilitation, consulting, and subject matter expertise on leadership effectiveness, professional skills, and capability development.

Supporting focus: approximately 30%

• Integrate organizational effectiveness and change leadership principles into leadership development frameworks, learning pathways, and manager enablement resources.
• Support the development of enterprise learning pathways and resources that help leaders strengthen organizational development, organizational design, change leadership, and OCM capability.
• Help define and develop the leader tools, frameworks, learning experiences, and resources needed to navigate organizational change and transformation effectively.
• Contribute to enterprise standards, practices, and capability-building approaches that strengthen Eaton's organizational effectiveness and change leadership maturity.
• Ensure leadership development solutions reflect Eaton's expectations for leading change, building organizational capability, and enabling sustainable performance improvement without serving as project-specific change management support.
• Serve as a thought partner and subject matter resource on leading change, building organizational capability, and sustaining adoption through leaders.

Qualifications:

Required (Basic) Qualifications:

• Minimum of a Bachelors Degree from an accredited institution.
• Minimum of 8 years of experience in leadership development, learning and development, organizational development, organizational effectiveness, change management, talent management, or a related field.
• Must be able to work in the United States without corporate sponsorship now and within the future.

Preferred Qualifications:

• Bachelors Degree preferably in business, HR, instructional design or Master's degree in organizational development, industrial/organizational psychology, human resources, adult learning, business.
• Experience with Prosci or other organizational change management methodologies required; Prosci or other OCM certification preferred.
• Experience with organizational design or organizational effectiveness methodologies preferred; certification in OD/OE methodology preferred.

Position Criteria:

• Ability to operate as both a strategic capability leader and a hands-on individual contributor in a lean COE environment.
• Experience working in a global COE or enterprise environment influencing leadership development, learning, talent, organizational development, organizational effectiveness, or change management strategies.
• Strong skills in organizational diagnosis, performance consulting, needs analysis, skill identification, and capability gap analysis.
• Experience designing enterprise capability strategies, learning pathways, frameworks, tools, and resources aligned to business priorities and measurable outcomes.
• Experience establishing governance, standards, frameworks, processes, and operating models that balance enterprise consistency with local flexibility.
• Strong analytical and measurement skills, including the ability to define success measures, evaluate impact, interpret data, and use insights to improve outcomes.
• Ability to manage ambiguity, prioritize effectively, and translate broad organizational challenges into practical, scalable solutions.
• Knowledge of instructional design, adult learning, leadership development, organizational development, workforce transformation, and capability-building best practices.
• Experience working with digital learning platforms, learning ecosystems, content curation, external vendors, and third-party learning providers.
• Strong communication, consulting, strategic thinking, stakeholder management, facilitation, and problem-solving skills.
• Up to 10% travel required.

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.