HR Manager

Org Marketing Statement

Join Parker's Filtration Group and be part of a global team driving innovative filtration solutions that protect people, equipment, and the environment across diverse industries. Experience a dynamic, collaborative culture where your ideas fuel progress and your work makes a meaningful impact on sustainability and technological excellence.

Position Summary

The HR Manager provides oversight of HR activities across the team member lifecycle, including 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 trusted advisor to team members and business leaders, manages complex escalations, and coordinates HR processes across functions and locations. This role ensures consistent application of policies and practices and partners with leadership to align HR activities with business objectives.

Scope/ Supervision and Interaction:

This position generally reports to the Division HR Manager and has direct reports.

Essential Functions:

• Serve as a trusted HR partner to functional leaders, advising on workplace issues, conflict resolution, workforce planning, organization changes, and policy interpretation.
• Mentor, coach, and potentially supervise HR team members; assign and prioritize operational tasks and provide development feedback.
• Manage complex team member or labor escalations, investigations, and corrective actions; ensure thorough documentation and consistent policy application.
• Own site/divisional recruitment strategy, optimize sourcing, manage HRIS/ATS pipelines; maintain employer brand, diversity outreach, and agency partnerships; oversee onboarding process.
• Ensure compliance with employment laws and Parker policies, coordinate audits and implement remediation plans, and monitor HR controls and data privacy practices.
• Lead performance cycle activities, including goal setting, mid-year and annual reviews, calibration, and development planning.
• Coach leaders on feedback quality, performance differentiation, and documentation standards and support performance improvement plans.
• Own the talent process and partner with leadership to drive succession planning and development outcomes, coordinate learning opportunities and career pathing.
• Lead site/divisional inclusion and engagement initiatives to build an inclusive culture, plan and execute engagement activities, analyze survey results, and implement improvement actions.
• Oversee HRIS data entry, approvals, and workflows; maintain data integrity across employee lifecycle events.
• Collaborate on safety initiatives and training, ensure compliant incident reporting, and return-to-work processes.
• Facilitate compensation reviews, job evaluations, pay-change processes and own merit calibration governance; ensure budget alignment and audit-ready documentation.
• Support benefits enrollment, leave administration, and employee inquiries; escalate complex cases to COEs/shared services.
• Standardize and optimize HR processes across the site/division, lead HR automation and continuous improvement projects, and manage stakeholder alignment and change adoption.
• Track and report key HR metrics (e.g., time-to-fill, turnover, engagement index, PIP completion) to produce dashboards, identify opportunities and recommend solutions.

Qualifications

• Bachelor's Degree in Human Resources, Business Administration, or related field.
• 6+ years of progressive HR experience, including at least 3 years of supervising or leading an HR team.
• Advanced understanding of HR principles across the team member lifecycle (talent acquisition, relations, performance, compliance, compensation, benefits).
• Advanced knowledge of employment law (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.

Preferred Qualifications:

• Advanced degree and professional HR certification (e.g., SHRM-SCP, SPHR).
• Exposure to manufacturing environments; familiarity with union/labor relations processes.
• Bilingual in English and Spanish.

Pay, Benefits, Work Schedule

Benefit & Retirement Plans

Parker offers competitive benefit programs, including:

• Comprehensive coverage for medical, prescription drugs, dental, vision, voluntary optional life, accident insurance, hospital indemnity insurance and critical illness insurance with competitive premium cost.
• 401(k) Plan with company matching contributions at 100% of the first 5% of pay.
• Company provided defined-contribution retirement plan with annual contribution equal to 3% of pay.
• Career development and tuition reimbursement.
• 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.
• Supplemental benefit programs including identity protection, legal protection, and pet wellness are available at competitive rates.
• Paid Time Off and 13 Company-Paid Holidays.
  

Equal Employment Opportunity

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.

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