What youu2019ll do: The role is positioned to support the global Learning & Development strategy deployment, with dayu2011tou2011day focus on program leadership, execution governance, and crossu2011functional 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. For the role you can be located in any of the european countries ( prefferably close to eaton sites) Program & Execution Leadership Own the endu2011tou2011end program management for the TechWolf capabilityu2011building 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 u201cendu2011tou2011endu201d 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 datau2011driven insights and market benchmarking related to skills, job taxonomy, and evolving Data Center talent needs. Partner with Talent Acquisition to support hiring strategies for hardu2011tou2011fill roles using skillsu2011based insights. Collaborate with HR and Learning partners to inform talent development, retention strategies, and longu2011term workforce planningu2014while 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 u201clike-for-likeu201d 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 positioningu2014supporting 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: Bacheloru2019s 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 largeu2011scale crossu2011functional initiatives. Minimum of 3 years of experience working with external technology vendors or SaaS partners as part of a longu2011term platform or capability deployment. PREFERRED QUALIFICATIONS: Masteru2019s degree preferred in MBA, Organizational Leadership, Human Resources, Information Systems, or a related discipline. 10 years of experience leading enterpriseu2011scale transformation or capabilityu2011building programs, ideally within industrial, technologyu2011enabled, or global matrix organizations. Skills: Experience designing or managing job, skills, or capability taxonomies, workforce analytics, or skillsu2011based 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., PgMPu00ae) or Agile delivery frameworks (Certified Scrum Master, SAFe, Product Owner). Experience with skillsu2011based platforms, job/skills taxonomy, or workforce analytics. Experience: Demonstrated experience leading complex, crossu2011functional 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 technologyu2011enabled 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 multiu2011region 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) Skillsu2011Based Workforce & Capability Architecture Datau2011Driven Talent & Market Insight Generation Technologyu2011Enabled Capability Deployment Stakeholder & Boundary Management Influencing without authority Global execution and governance What Success Looks Like (First 6u201312 Months) Successful onu2011time delivery of the TechWolf pilot and firstu2011phase deployment. Clear, auditable ownership of endu2011tou2011end 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 TechWolfu2019s capabilities as the enterprise-wide application for skills-based job architecture, job taxonomy, and compensation strategy.