HR Leader

Position Summary \n \nOur Quick Coupling Division is looking for a HR Leader to partner with business leaders to support talent, performance, engagement, employee relations, and workforce needs. This role oversees key HR activities, including recruiting, onboarding, performance management, succession planning, compensation and benefits support, HR reporting, and policy administration. The HR Leader handles complex employee relations matters, helps ensure compliance with employment laws and company policies, and supports audits and corrective actions. This position also helps guide HR team members, supports safety-related activities with EH&S, and leads engagement and inclusion efforts. The role uses HR data and process improvements to help leaders make better decisions and improve business results.\n \nResponsibilities \n\n Serve as a trusted HR partner and subject-matter advisor to functional and operational leaders to advise on talent, performance, and engagement strategies. \n Mentor, coach, and potentially supervise HR team members; assign and prioritize operational tasks and provide development feedback. \n 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. \n Create offer recommendations aligned to internal equity and market data; oversee preemployment screening process and onboarding quality. \n Lead complex team member relations, investigate escalations, recommend corrective actions, and document findings. \n Ensure fair, consistent application of policies and practices, adherence to employment/labor laws, and lead audit readiness and corrective actions. \n Lead the full performance cycle (goal setting, check-ins, calibration, merit, reviews) across assigned business units. \n 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. \n Address complex compensation and benefits questions; partner with applicable teams as needed. \n Lead inclusion and engagement initiatives, including survey action planning and recognition programs; compile insights and present to leadership. \n Oversee HR data integrity and conduct HR reporting and analytics; translate insights into recommendations for leaders. \n Collaborate with EH&S to coordinate training, incident documentation, trend analysis, and post-incident actions. \n Coordinate HR programs across the site to ensure alignment and execution excellence. \n Lead cross-functional HR projects; manage timelines, resources, and stakeholder alignment. \n Standardize and optimize HR processes and implement continuous improvement with measurable outcomes.\n \nThe essential functions have been provided as example of the type of work performed by employees assigned to this job classification. The company reserves the right to modify the work assignments and/or to make reasonable accommodations so that qualified employees can perform the essential functions. The job description is not intended to be an inclusive list of duties and responsibilities. It is intended to describe the general nature of the position.\n \nQualifications \n \nRequired Qualifications:\n\n Bachelor's degree in Human Resources, Business Administration, or related field. \n 5+ years of progressive HR experience required. \n Advanced understanding of HR principles across the team member lifecycle (talent acquisition, relations, performance, compliance, compensation, benefits). \n Working knowledge of employment law fundamentals (EEO/AA, FLSA, FMLA, ADA), recordkeeping, and confidentiality requirements. \n Demonstrated exposure to complex team member relations, policy development, and HR program ownership. \n Proven experience with HRIS and ATS platforms (e.g., PeopleSoft, Workday, SuccessFactors, UKG); proficient in Excel and data analysis. \n Experience leading HR projects and influencing cross-functional stakeholders. \n \nPreferred Qualifications: \n\n HR certification in progress or completed (e.g., SHRM-CP/SHRM-SCP, PHR). \n Exposure to manufacturing environments; familiarity with union/labor relations processes. \n \nParker Hannifin \n \nWhat Is a Quick Coupling?\n \nParker Hannifin is a Fortune 250 global leader in motion and control technologies and systems with $21.5B in revenue in FY26. Parker's Quick Coupling Division is the largest manufacturer of quick couplings in the world. A quick coupling is used to provide a fast, make-or-break connection of fluid or gas transfer lines. Our plants provide critical equipment for many different industries including Agriculture, Construction, and Data Processing. \n \nWhat We Offer\n\n Solid employer present on the market for over 100 years.\n Career growth and opportunities: we hire from within.\n Collaborative and empowered work environment where team spirit is at the center of our success.\n Company values that encourage trust, respect, collaboration and professional growth.\n Open environment: we are excited to hear your ideas.\n \nBenefits\n\n Comprehensive coverage for medical, prescription drugs, dental, vision, voluntary optional life, accident insurance, hospital indemnity insurance and critical illness insurance with competitive premium cost. \n 401(k) Plan with company matching contributions at 100% of the first 5% of pay.\n Company provided defined-contribution retirement plan with annual contribution equal to 3% of pay.\n Career development and tuition reimbursement.\n Other benefits including paid parental leave, short and long-term disability programs, adoption assistance, a Care.com membership and financial planning assistance are provided at no cost to you.\n Supplemental benefit programs including identity protection, legal protection, and pet wellness are available at competitive rates.\n Paid Time Off and Company-Paid Holidays.\n \nEqual Employment Opportunity \n \nParker 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.\n \n("Minority / Female / Disability / Veteran / VEVRAA Federal Contractor")\n \nIf 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\n \nDrug Tests \n \nDrug-Free Workplace\n \nIn accordance with Parker's policies and applicable state laws, Parker provides for a drug-free workplace. Therefore, all applicants seeking employment with Parker will be subject to drug testing as a condition of employment.\n\n