Experience:
5+ years of experience
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Employment Type:
Full time
Posted:
1/25/2020
Job Category:
Other
HR Manager
(This job is no longer available)
Parker-Hannifin, Corporation | Mineral Wells, TX
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Job Description

Department Marketing Statement

Founded in 1917, Parker Hannifin Corporation is a $14.3 billion, global company.

With annual sales of $14.3 billion in fiscal year 2019, Parker Hannifin is the world's leading diversified manufacturer of motion and control technologies and systems, providing precision-engineered solutions for a wide variety of mobile, industrial and aerospace markets. The company has operations in 50 countries around the world. Parker has increased its annual dividends paid to shareholders for 63 consecutive fiscal years, among the top five longest-running dividend-increase records in the S&P 500 index.

Parker's engineering expertise and broad range of core technologies uniquely positions the company to solve some of the world's greatest engineering challenges. By partnering with customers, Parker improves their productivity and profitability and seeks new ways to solve humanity's biggest challenges.

The Industrial Process Filtration Division, headquartered in Mineral Wells, TX, is looking for a HR Manager to support the Mineral Wells location as well as several remote locations for the Division. This position will work closely with site and business unit management teams.

We are looking for candidates that are:

A Strategic Partner - understanding and involvement in business issues, participation in business task forces, provide program management of workforce planning, skills assessment, succession planning, learning and development, champion of company culture and management practices.

An Administrative Expert - continuous improvement and automation of HR. processes such as benefits administration, employee record keeping, recruitment/staffing process, occupational health/safety, compensation/pay activities.

An Employee Champion - champion employee communication programs that provide employees open, candid and frequent information-sharing with management, develop employee involvement systems, develop self direction teams, ensure work environment provides opportunity for celebration and openness. Provide due process to associates to deal with differences, development of employee skills, SOP development and performance management development systems.

And A Change Agent - act as liaison for leading change, create understanding among associates about the need to change, and how change will help them and the business in the short and long term, assist in the modification of systems and structures to support needed change, monitor progress by developing measures for change and develop long and short term plans to keep attention focused on change.

Essential Functions

* Work to continuously improve the level of customer service provided to internal/external customers.
* Ensure department is responsive to resolving employee issues and concerns.
* Develop recruiting strategies for hourly and salaried employees.
* Assist in assessing needs, designing, developing, implementing, and evaluating division training initiatives; ensure training is directly related to business goals.
* Work with EH&S team to manage health and safety programs including risk management and wellness programs.
* Act as the strategic business partner between Operations and the HR function.
* Manage the succession planning process.
* Oversee the performance management practices.
* Increase the effectiveness of communication programs.
* Encourage the utilization of employee recognition programs.
* Develop and monitor the department budget and business plan.
* Administer all HR policies.
* Ensure adherence to corporate EEO/AAP policies.
* Act as a liaison between the location and the temporary agency to manage temporary employees.
* Oversee the role of the HR Department in employee participation programs.
* Conduct performance evaluations, hiring, training, coaching, periodic meetings, and other associated managerial activities.
* Champion company culture and management practices.
* Work towards continuously improving the automation of HR practices.
* Create division, location and corporate reports as required.
* Modify and improve the new-hire orientation program.
* Administer employee feedback opportunities.
* Provide company contact for contracted services.
* Manage division contributions to charitable organizations.
* Perform all other incidental and related duties as required and assigned.

Qualifications

* 10-12 years in Human Resource Management.
* Bachelor's Degree in relevant field.
* Understanding of HR related laws, including, but not limited to, FMLA, ADA, FLSA, Title 7, Age Discrimination Act, and state law statutes.
* Experience and willingness to work at both a tactical and strategic level for HR
* Background in organizational behavior helpful.
* Strong interpersonal, negotiation, and customer service skills, ability to establish a rapport with others.
* Effective verbal and written communication.
* Strong organization skills, attention to detail.
* Ability to conceptualize processes to see the "big picture".
* Basic computer skills, some mathematical ability.
* Technical knowledge or familiarity with a manufacturing environment.
* Ability to motivate through positive example.
* Recognize and reward employee contributions to the organization.
* Follow up on employee issues in an effective and timely manner.
* Open to change and facilitate change.
* Ability to travel up to 25% for site visits, meetings, or training.
* Flexibility to alter work schedule for timely completion of projects; willingness to respond to occasional after-hours calls for information.
* Exercise of creative problem-solving and critical decision-making skills.
* Ability to handle sensitive and confidential issues with tact and diplomacy.
* Maintenance of professional knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, and/or participating in professional associations.
* Experience in maintaining a nonunion presence or in the administration of a collective bargaining agreement including grievance investigation, responses and participation in contract negotiations desirable.

Equal Employment Opportunity

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. U.S. Citizenship/Permanent Resident is required for most positions.

("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 http://www.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf

and

http://www1.eeoc.gov/employers/upload/eeoc_gina_supplement.pdf

* LI-MK2

About Parker-Hannifin, Corporation

Parker-Hannifin Corporation (Parker) is a full-line diversified manufacturer of motion and control technologies and systems, including fluid power systems, electromechanical controls and related components. In addition to motion and control products, the Company also is a producer of fluid purification, fluid and fuel control, process instrumentation, air conditioning, refrigeration, electromagnetic shielding and thermal management products and systems. The Company’s manufacturing, service, distribution and administrative facilities are located in 40 states and in 47 foreign countries. Its motion and control technologies and systems are used in the products of its three business segments: Industrial; Aerospace; and Climate & Industrial Controls. The products are sold as original and replacement equipment through product and distribution centers. Parker products are supplied to approximately 452,000 customers. (Source: 10-K)