What are the responsibilities and job description for the HR Leader position at Parker Hannifin?
Position Summary
The Human Resources Leader is a senior HR professional who manages core HR activities across the team member lifecycle and leads efforts in talent acquisition, team member/labor relations, compliance, performance management, and talent management. This role collaborates with applicable teams to lead HR initiatives across inclusion, engagement, HRIS, safety, compensation, and benefits. This role serves as a subject‑matter resource and advisor to team members and leaders, handles complex escalations, and coordinates HR programs across functions/divisions/locations.
Responsibilities
Qualifications
Required Qualifications:
Parker is an Equal Opportunity and Affirmative Action Employer. Parker is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job related reasons regardless of race, ethnicity, color, religion, sex, sexual orientation, age, national origin, disability, gender identity, genetic information, veteran status, or any other status protected by law. However, U.S. Citizenship, Permanent Residency or other appropriate status is required for certain positions, in accord with U.S. import & export regulations.
(“Minority / Female / Disability / Veteran / VEVRAA Federal Contractor”)
If you would like more information about Equal Employment Opportunity as an applicant under the law, please go to Employees & Job Applicants | U.S. Equal Employment Opportunity Commission
The Human Resources Leader is a senior HR professional who manages core HR activities across the team member lifecycle and leads efforts in talent acquisition, team member/labor relations, compliance, performance management, and talent management. This role collaborates with applicable teams to lead HR initiatives across inclusion, engagement, HRIS, safety, compensation, and benefits. This role serves as a subject‑matter resource and advisor to team members and leaders, handles complex escalations, and coordinates HR programs across functions/divisions/locations.
Responsibilities
- Serve as a trusted HR partner and subject-matter advisor to functional and operational leaders to advise on talent, performance, and engagement strategies.
- Mentor, coach, and potentially supervise HR team members; assign and prioritize operational tasks and provide development feedback.
- Oversee the talent acquisition process, review resumes, build candidate pools, and design structured interview and selection processes that leverage automation, ensure legal compliance and fair evaluation.
- Create offer recommendations aligned to internal equity and market data; oversee preemployment screening process and onboarding quality.
- Lead complex team member relations, investigate escalations, recommend corrective actions, and document findings.
- Ensure fair, consistent application of policies and practices, adherence to employment/labor laws, and lead audit readiness and corrective actions.
- Lead the full performance cycle (goal setting, check-ins, calibration, merit, reviews) across assigned business units.
- Partner with leaders in talent reviews, succession planning, and development planning. Monitor performance trends and talent movement; provide guidance on performance improvement plans and development pathways.
- Address complex compensation and benefits questions; partner with applicable teams as needed.
- Lead inclusion and engagement initiatives, including survey action planning and recognition programs; compile insights and present to leadership.
- Oversee HR data integrity and conduct HR reporting and analytics; translate insights into recommendations for leaders.
- Collaborate with EH&S to coordinate training, incident documentation, trend analysis, and post-incident actions.
- Coordinate HR programs across the site to ensure alignment and execution excellence.
- Lead cross-functional HR projects; manage timelines, resources, and stakeholder alignment.
- Standardize and optimize HR processes and implement continuous improvement with measurable outcomes.
Qualifications
Required Qualifications:
- Bachelor’s degree in Human Resources, Business, Psychology, or related field.
- 5 years of progressive HR experience.
- Advanced understanding of HR principles across the team member lifecycle (talent acquisition, relations, performance, compliance, compensation, benefits).
- Working knowledge of employment law fundamentals (EEO/AA, FLSA, FMLA, ADA), recordkeeping, and confidentiality requirements.
- Demonstrated exposure to complex team member relations, policy development, and HR program ownership.
- Proven experience with HRIS and ATS platforms (e.g., PeopleSoft, Workday, SuccessFactors, UKG); proficient in Excel and data analysis.
- Experience leading HR projects and influencing cross-functional stakeholders.
- HR certification in progress or completed (e.g., SHRM-CP/SHRM-SCP, PHR).
- Exposure to manufacturing environments; familiarity with union/labor relations processes.
Parker is an Equal Opportunity and Affirmative Action Employer. Parker is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job related reasons regardless of race, ethnicity, color, religion, sex, sexual orientation, age, national origin, disability, gender identity, genetic information, veteran status, or any other status protected by law. However, U.S. Citizenship, Permanent Residency or other appropriate status is required for certain positions, in accord with U.S. import & export regulations.
(“Minority / Female / Disability / Veteran / VEVRAA Federal Contractor”)
If you would like more information about Equal Employment Opportunity as an applicant under the law, please go to Employees & Job Applicants | U.S. Equal Employment Opportunity Commission