EHS Manager

Eaton’s Electrical Sector – Power Distribution & Controls Assemblies (PDCA) business is seeking a EHS Manager for our manufacturing site in Omaha, Nebraska.

Our Omaha Power Center is expanding its operations in Bellevue! Eaton’s new 370,000-square-foot facility is expected to be online in the first half of 2027. The new facility will be designed and optimized to support high volume of switchgear structures at the quality and speed that AI data centers customers require. The engineered-to-order switchgear produced in the new facility can be integrated into Eaton’s prefabricated power systems, which are designed to offer customers flexibility.

Reporting to the Plant Manager, our Environmental, Health and Safety Manager provides both tactical hands-on and strategic leadership for environmental, health, safety, and sustainability performance at the site. This role serves as an embedded business partner to operations, engineering, maintenance, quality, human resources, and other functional teams. The role maintains regulatory compliance while helping the organization anticipate risk, integrate EHS into operational execution, and build the capability of leaders and employees to recognize, own, and control risk as part of normal work. The position supports business growth, facility expansion, equipment installation, process changes, capital projects, and other management-of-change activities.

In this role you will:Strategic EHS Leadership

• Serve as a strategic advisor to site leadership and ensure EHS considerations are integrated into business, operational, and capital-planning decisions.
• Identify emerging risks and changing operating conditions before they result in incidents, compliance concerns, or business disruption.
• Translate regulatory, technical, and operational risks into clear priorities, decisions, and accountable actions.
• Communicate risk honestly and escalate concerns when controls are inadequate or significant exposure exists.
• Maintain a visible presence on the shop floor to understand how work is performed and where employees may experience changing, difficult, dangerous, or distracting conditions.

Compliance and Risk Management

• Ensure compliance with applicable environmental, occupational health, and safety requirements.
• Maintain effective EHS programs, permits, regulatory reporting, inspections, audits, documentation, and compliance calendars.
• Lead risk assessments and ensure significant hazards are identified, understood, and controlled.
• Provide technical expertise and regulatory guidance to site leaders and functional teams.
• Verify that corrective and preventive actions are completed and effective, not simply administratively closed.
• Lead or support incident investigations, identify organizational and control-system contributors, and ensure lessons learned are translated into sustainable improvements.

Management of Change and Growth Enablement

• Participate early in facility expansions, equipment installations, new-product introductions, process changes, material substitutions, staffing changes, rework activities, and temporary operating conditions.
• Recognize when routine work has become non-routine and initiate an appropriate management-of-change review.
• Assess new or modified hazards and define required engineering, administrative, and personal protective equipment controls.
• Establish accountable owners and due dates for required controls.
• Confirm operational readiness by verifying that procedures, training, resources, and safeguards are in place before implementation.
• Verify control effectiveness after new equipment, processes, or operating changes go live.

Culture, Engagement, and Capability Building

• Partners with plants leaders on safety mindset, visible commitment, effective risk intervention, and operational ownership.
• Build trust through consistent, engaging, and timely follow-through.
• Encourage employees to report concerns, hazards, near misses, and changing conditions early.
• Create an environment in which employees can raise concerns without fear of retaliation.
• Recognize and reinforce positive safety behaviors and effective risk intervention.
• Develop the capability of frontline leaders and employees to recognize and manage risk without waiting for EHS direction.
• Ensure concerns are assigned, addressed, communicated, and formally closed with the employees who raised them.

Shared Operational Ownership

• Establish EHS frameworks, systems, expectations, and verification processes while reinforcing that operational leaders own EHS performance.
• Embed EHS requirements into daily management, standard work, project execution, maintenance, engineering, and operational processes.
• Partner cross-functionally to ensure risk decisions are made by the appropriate operational owners with support and independent verification from EHS.
• Strengthen accountability so that safety is demonstrated as a leadership behavior and not treated solely as the responsibility of the EHS department.

Performance Management and Digitalization

• Develop and monitor leading and lagging EHS indicators.
• Use near-miss reporting, safety observations, positive interruptions, risk assessments, action-closure rates, critical-control verification, employee engagement, and management-of-change effectiveness to identify where risk may be increasing.
• Monitor incident rates, lost-time cases, regulatory findings, investigation results, and other outcome measures.
• Use EHS management platforms, digital compliance calendars, automated workflows, dashboards, and standardized reporting to improve visibility and accountability.
• Maintain data quality and translate EHS information into clear priorities and verified risk reduction.

Environmental Compliance and Sustainability

• Maintain the site environmental compliance foundation, including permits, waste management, spill prevention, air and water compliance, and regulatory reporting.
• Lead or support initiatives related to greenhouse-gas reduction, energy performance, waste minimization, and water conservation.
• Integrate environmental and sustainability considerations into project and capital planning.
• Track performance and communicate progress to site leadership and relevant stakeholders.

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Required Qualifications:

• Bachelor's degree in Environmental Health and Safety, Occupational Safety, Environmental Engineering, Industrial Engineering, or a related discipline.

• Minimum 5 years of Professional experience leading EHS programs within manufacturing, industrial, or similarly complex operations.

• No relocation benefit is being offered for this position. Only candidates within a 50-mile radius of the posted location will be considered. Active Duty Military Service member candidates are exempt from the geographical area limitation.

• Eaton will not consider applicants for employment immigration sponsorship or support for this position. This means that Eaton will not support any CPT, OPT, or STEM OPT plans, F-1 to H-1B, H-1B cap registration, O-1, E-3, TN status, I-485 job portability, etc.

Preferred Qualifications:

• 7 years of Professional experience leading EHS programs within manufacturing, industrial, or similarly complex operations.
• Demonstrated experience supporting facility start-ups, expansions, equipment installations, or major process changes.
• Professional certification such as CSP, CIH, CHMM, or equivalent is preferred.

Skills:

• Working knowledge of applicable occupational safety and environmental regulations.
• Experience partnering with operations and engineering teams on risk assessments, capital projects, and operational-readiness reviews.
• Experience using EHS information systems, digital workflows, and business-intelligence dashboards.

At Eaton, we strive to provide compensation and benefits that attract, engage, and retain the best talent. This includes competitive pay and a variety of benefit programs for eligible employees. The expected annual salary range for this role is $115,000 to $145,000 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.

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.

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.