What you’ll do:

The role is positioned to support the global Learning & Development strategy deployment, with day‑to‑day focus on program leadership, execution governance, and cross‑functional coordination across HR, IT, the Global Data Center business and regional business units and functions. The role reports into the Director of Human Resources for the Global Data Center Segment and functionally reports to the Learning & Development Program Manager for Global Data Center Segment.
Program & Execution Leadership
• Own the end‑to‑end program management for the TechWolf capability‑building initiative, with accountability for execution, delivery milestones, and outcomes across the Global Data Center Segment.
• Coordinate and align stakeholders across Learning & Development, HR, HR Technology, IT, and the Data Center business, ensuring clarity of ownership and interfaces when defining “end‑to‑end” scope.
• Supports executive sponsorship and escalation models defined for the program, including alignment with HR and business executive sponsors.
• Assemble, manage, and adapt pilot groups for TechWolf as business needs evolve, ensuring momentum through the pilot and first deployment phases.
• Track, report, and manage pilot success criteria, risks, and dependencies; escalate issues through established governance and executive sponsor channels as needed.

TechWolf Implementation & Capability Building
• Lead the deployment and integration of TechWolf for the Global Data Center Segment, including creation and ongoing maintenance of job and skills taxonomy and skills inference capabilities.
• Define and manage processes for taxonomy updates, skills inference evolution, and ontological changes, ensuring rigor, accuracy, and scalability over time.
• Serve as the linchpin for TechWolf success and scale, supporting expansion across additional roles, groups, and geographies as scope grows beyond the initial pilot.

Insights, Analytics & Talent Enablement
• Deliver data‑driven insights and market benchmarking related to skills, job taxonomy, and evolving Data Center talent needs.
• Partner with Talent Acquisition to support hiring strategies for hard‑to‑fill roles using skills‑based insights.
• Collaborate with HR and Learning partners to inform talent development, retention strategies, and long‑term workforce planning—while maintaining clear boundaries on ownership of employee relations, change leadership, and communications.
• Work with analytics and reporting teams to provide transparent progress updates to HR and business leadership.
• Demonstrate TechWolf as a complementary source of market-facing compensation signals for the jobs we are actively hiring by using its skills intelligence to normalize and compare “like-for-like” jobs across the external market. By mapping Eaton roles to validated skill profiles (and reducing variability in job scoping and titles), we can more confidently benchmark similar jobs and refine offer positioning—supporting more consistent, data-informed decisions on where to lead, match, or lag the market for scarce skills, while improving speed and quality in offer calibration in partnership with HR/Compensation.

Governance & Role Boundaries
• Serves as program and execution owner, operating in alignment with and under the guidance of HR and ELR governance. The role does not hold accountability for HR policy ownership, employee relations, or enterprise change leadership, which continue to sit with HR leadership and established governance frameworks.

Qualifications:

BASIC QUALIFICATIONS:
• Bachelor’s degree required, preferably in Business, Engineering, Information Systems, Human Resources, Organizational Development, or a related field from an accredited institution.
• Minimum of 8 years of relevant professional experience in program management, enterprise transformation, capability building, or large‑scale cross‑functional initiatives.
• Minimum of 3 years of experience working with external technology vendors or SaaS partners as part of a long‑term platform or capability deployment.

PREFERRED QUALIFICATIONS:
• Master’s degree preferred in MBA, Organizational Leadership, Human Resources, Information Systems, or a related discipline.
• 10+ years of experience leading enterprise‑scale transformation or capability‑building programs, ideally within industrial, technology‑enabled, or global matrix organizations.

Skills:

• Experience designing or managing job, skills, or capability taxonomies, workforce analytics, or skills‑based talent initiatives.
• Prior exposure to Learning & Development, Workforce Strategy, or Talent Ecosystem programs, while maintaining clarity of role boundaries and governance.
• Advanced certification in Program Management (e.g., PgMP®) or Agile delivery frameworks (Certified Scrum Master, SAFe, Product Owner).
• Experience with skills‑based platforms, job/skills taxonomy, or workforce analytics.

Experience:
• Demonstrated experience leading complex, cross‑functional programs spanning technology platforms, people processes, and business stakeholders.
• Proven capability in program management, change management execution, and governance across global or matrixed organizations.
• Strong analytical orientation with experience translating technology‑enabled insights into business and talent outcomes.
• Ability to operate effectively across HR, IT, and business teams with clarity on scope, ownership, and accountability.
• Proven experience operating at a global or enterprise level, supporting multi‑region delivery models.
• Lead clarification and resolution of complex technical, commercial, and execution issues.
• Drive structured problem solving and decision making across functions.
• Escalate effectively when required, ensuring speed, transparency, and leadership alignment.
• Ability to travel internationally as required.

• Global role with regular interaction across time zones and regions.
• Travel required to support key regional reviews, deployments, and executive forums.
• Work is primarily office/virtual with intermittent site presence; ability to manage ambiguity and multiple priorities is essential.

• Enterprise Program & Transformation Leadership
• Scaled Capability Building & Change Enablement (with Governance)
• Skills‑Based Workforce & Capability Architecture
• Data‑Driven Talent & Market Insight Generation
• Technology‑Enabled Capability Deployment
• Stakeholder & Boundary Management
• Influencing without authority
• Global execution and governance

What Success Looks Like (First 6–12 Months)

• Successful on‑time delivery of the TechWolf pilot and first‑phase deployment.
• Clear, auditable ownership of end‑to‑end program execution without overlap or confusion across teams.
• Sustained quality and accuracy of job and skills taxonomy and skills inference outputs.
• Measurable adoption and value realization of TechWolf insights for hiring, development, and workforce planning.
• Successful demonstration of TechWolf’s capabilities as the enterprise-wide application for skills-based job architecture, job taxonomy, and compensation strategy.

Global Program Manager - Data Center Capability Building

Job Description