HR Manager

Org Marketing Statement

Position Summary

To provide a full range of HR services to the Kearney, Nebraska facility (approx. 1200 team members; actively promoting a culture where the people resource is continuously developed and empowered in all areas to achieve world class business performance. Act as the strategic business partner between Operations and the HR function.

Scope/ Supervision and Interaction

Has direct reports (approx. 4-5, total 9 HR team members)
Reports to the Division HR Manager with a dotted line reporting to the Kearney Plant Manager.

Responsibilities

Recruitment and Selection: Manages the hourly and salaried recruitment strategy to support business requirements. Participates in S&OP and Forecasting planning.

Training and Development: Responsible for the assessing needs, designing, developing, implementing and assessing training effectiveness ensuring alignment with business goals. Promotes succession across all levels of the facility through career discussions and development plans.

Engagement: Drives engagement through the execution of the annual engagement survey, focus groups and action items for the location. Actively leads and participates in High Performance Team culture as well as driving Parker foundations programs.

HR Compliance: Ensures location compliance with EEO/APP, Monthly and quarterly HR internal audits, updated HR policies and handbooks. Works closely with Division HR Manager on ethical issues and open door complaints.

Health and Safety: works in conjunctions with location safety team as it relates to injury investigation as well as management of workers’ compensation claims.

Communications: Develops and executes communication methods that provide a consistent message across the location. Ownership daily newsletters, monthly townhalls, focus groups, etc.

Reporting: Leads HR location metrics and ensuring completing of HR related reporting to meet corporate requirements (turnover, absenteeism, peoplecount, etc). Actively uses metrics to drive required changes within the location.

• Acts as sounding board to the plant manager and location leadership. Provides support, advice and guidance on divisional issues to location HR
• Sets objectives for location HR to support Lean.
• Leads annual talent review (succession planning) and performance review calibrations acros the location. Assists with establishing PPP goals for various functions to align to overall division strategy deployment.
  

Qualifications

• Education: University Degree (Advanced Degree Preferred).
• Minimum Experience: Minimum Experience 8 to 10 Years in HR. Several years leading a large HR team.
• Experience leading HR initiatives across a large plant.

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. 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 Know Your Rights: Workplace Discrimination is Illegal (eeoc.gov) and Genetic Information Discrimination

Drug Tests

Drug-Free Workplace
In 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.