Human Resources Leader

Overview

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 in a  unionized site.  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. 

Scope/ Supervision and Interaction:

This position generally reports to the Division HR Manager.

Responsibilities

The HR Leader performs direct responsibilities and accountabilities, including, but not limited to: 

• Serve as a trusted HR partner and subject-matter advisor to functional and operational leaders to advise ontalent, performance, and engagement strategies.
• Mentor, coach, and potentially supervise HR team members; assign and prioritize operational tasks andprovide development feedback.
• Oversee the talent acquisition process, review resumes, build candidate pools, and design structuredinterview and selection processes that leverage automation, ensure legal compliance and fair evaluation.
• Create offer recommendations aligned to internal equity and market data; oversee preemploymentscreening process and onboarding quality.
• Lead complex team member relations, investigate escalations, recommend corrective actions, anddocument findings.
• Ensure fair, consistent application of policies and practices, adherence to employment/labor laws, and leadaudit readiness and corrective actions.
• Lead the full performance cycle (goal setting, check-ins, calibration, merit, reviews) across assignedbusiness units.
• Partner with leaders in talent reviews, succession planning, and development planning. Monitorperformance trends and talent movement; provide guidance on performance improvement plans anddevelopment 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 intorecommendations for leaders.
• Collaborate with EH&S to coordinate training, incident documentation, trend analysis, and post-incidentactions.
• 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 measurableoutcomes.

Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, 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 programownership.
• 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.
• Bilingual in English & Spanish is a requirement

Preferred Qualifications:

• HR certification in progress or completed (e.g., SHRM-CP/SHRM-SCP, PHR).
• Exposure to manufacturing environments; familiarity with union/labor relations processes.

Additional Comments:

The 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.

Filtration Group now part of Parker Hannifin 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

Drug-Free WorkplaceIn 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.