Description

To provide a full range of HR services to the organization; actively promoting a culture where the people resource is continuously developed and empowered in all areas to achieve world class business performance. This role supports approximately 1,700 team members in the US and Mexico.

Roles & Responsibilities
-Staffing: develop and implement recruiting strategies for hourly and salaried employees; act as a liaison between the division
-Training & Development: use the training needs analysis to identify training needs, designing, developing, implementing, and evaluating division training initiatives; ensure training is directly related to business goals; monitor the effectiveness of training and development initiatives
-Employee Relations: manage the grievance and disciplinary processes; provide support, guidance and clarification on all matters related to these processes; negotiations with employee relation bodies (Mexico only)
-Compensation & Benefits: facilitate the administration of base compensation, variable compensation, and benefits for the organization in conjunction with corporate, country, or regional resources
-Employee Communication: increase the effectiveness of division communication programs. Administer employee feedback opportunities
-Employment Regulations: understand and adhere to country, state, labor union, and/or works councils laws and regulations;  adhere to company specific employment practices
-Company Culture: champion company culture and management practices within the division; encourage the utilization of employee recognition programs
-Department Administration: develop and monitor the department budget and business plan; administer all HR policies for the division; Work towards continuously improving the automation of HR practices; create division and corporate reports as required; manages staff, as needed
-Strategic Workforce Planning: partner with operational leadership to use business strategy and workforce analytics to develop staffing and development requirements to support achieving business strategy; lead the Strategic Workforce Planning process that feeds Parker's division annual plan

Requirements

Education & Experience
-Ideal candidate has 10+ years of experience in Human Resources leadership capacity and prior experience in leading projects with long-term impact to business performance.
-Previous work experience includes experience such as Human Resource leadership role for a large and complex business unit or division, Human Resource responsibility across multiple countries, Human Resource generalist, Human Resource Specialist (Compensation & Benefits, Learning and Development) and experience managing in a manufacturing and corporate environment
-4 year university degree (or international equivalent) required; Ideal candidate has studied human resources, psychology, business/management, or related areas of study
-Completed Master's degree (or international equivalent) in human resources, psychology, business/management, or related areas of study strongly preferred

Skills & Competencies
-Possess analytical and technical skills required to understand business practices and recommend opportunities
-Must have functional understanding of cost accounting and adopt to practical application
-Excellent written, verbal, and interpersonal communication skills for effective interface with all internal and external contacts
-Must be an innovator and embrace lean enterprises principles and practices

-Ability to travel to EMAM division locations quarterly and as required. Travel <25%.