Enterprise Leadership Development Manager

Eaton; Beachwood (OH); Hybrid; USD 130,000 - 190,000; Full time

Job summary

Eaton's Beachwood-based Enterprise Leadership Development Manager role offers hybrid work with a global scope for enterprise capability development. The position focuses on designing, implementing, and measuring leadership programs that strengthen organizational capability across the COE and beyond.

You will balance strategic thinking with hands-on execution, partnering with senior leaders, managing content and vendors, and driving measurable business outcomes through scalable learning solutions.

Qualifications

• Minimum of a Bachelor's degree from an accredited institution.
• 8+ years in leadership development, learning and development, organizational development, or change management.
• Must be able to work in the United States without corporate sponsorship now and within the future.

Responsibilities

• 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.

Skills

Leadership development

Stakeholder management

Change management

Performance analysis

Education

Bachelor's degree

Tools

Prosci

Job description

Eaton’s Corporate Sector division is currently seeking a Enterprise Leadership Development Manager. This position is based at our Beachwood, OH North American Headquarters with hybrid work available. If candidates are not within a 50 mile radius of Beachwood, OH remote work will be considered.

The expected annual salary range for this role is $130000 - $190000 a year.

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 Enterprise Leadership Development Manager serves as a member of Eaton's Global Talent, Culture, and Development Center of Excellence (COE), responsible for designing, developing, implementing, and continuously improving enterprise-wide capability strategies that strengthen leadership effectiveness, professional skills, organizational development, and change leadership across the organization. This role operates at a global senior level while remaining highly hands‑on in execution. As part of a lean, high‑impact COE team, the successful candidate must be comfortable owning enterprise strategy while also building, executing, measuring, and improving the work directly. This role will balance strategic thinking with operational execution. The position requires an individual who can move seamlessly from assessing enterprise capability needs and influencing senior stakeholders to building content, managing vendors, facilitating discussions, analyzing data, measuring outcomes, and driving implementation. Working across businesses, functions, and regions, this individual acts as both a strategic advisor and a practitioner, translating enterprise priorities into actionable learning and capability‑building solutions that drive measurable business outcomes. Success in this role requires strong consulting, stakeholder management, performance analysis, curriculum architecture, change leadership, and project execution skills, along with the ability to influence without authority in a complex global environment. In addition to enterprise leadership development ownership, this role contributes to organizational development and organizational change management capability‑building strategies, ensuring leaders are equipped to lead organizational performance, transformation, and change effectively. This role is best suited for a strategic, hands‑on enterprise capability builder who can influence globally, diagnose organizational needs, design scalable solutions, define success measures, manage stakeholders and vendors, and personally execute high‑quality work in a lean COE environment.

Job Responsibilities

Enterprise Leadership Development and Professional Skills Capability Strategy

• 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.

Organizational Development and Organizational Change Management Capability Building

• 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.

The application window for this position is anticipated to close on 8.28.2026.

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 believes in second chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws.

You do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Eaton is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report.

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.