HR Leader

Parker Hannifin; Richmond (CA); On-site; USD 100,300 - 166,900; Full time

Benefits offered by this job

Comprehensive medical coverage

401(k) matching

Paid Time Off

Job summary

Parker Hannifin is looking for a Human Resources Leader to manage HR activities across the team member lifecycle. This senior role entails leading talent acquisition, compliance, and performance management initiatives while serving as a key advisor to team members and leaders.

The ideal candidate will have a bachelor's degree in Human Resources, strong experience in HR functions, and be adept at utilizing HRIS technologies. The position offers competitive compensation and benefits, including a 401(k) with matching contributions.

Qualifications

• 3-5 years of progressive HR experience.
• Advanced understanding of HR activities across the lifecycle.
• Experience in complex team member relations.

Responsibilities

• Serve as a trusted HR advisor to leaders.
• Oversee the talent acquisition process.
• Lead employee relations investigations.

Skills

HR principles

Data analysis

Talent acquisition

Labor relations

Performance management

Education

Bachelor’s degree in Human Resources or related field

Tools

HRIS platforms

Excel

Job description

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. 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, and locations.

Responsibilities

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

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Psychology, or related field.
• 3-5 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 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

• 6+ years of progressive HR experience.
• HR certification in progress or completed (e.g., SHRM‑CP/SHRM‑SCP, PHR).
• Exposure to manufacturing environments; familiarity with union/labor relations processes.

Competitive Compensation

• Pay Range: $100,300 to $166,900 annually; Participation in Annual Incentive Program.

Benefits & Retirement Plans

• 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 Company‑Paid Holidays.

Equal Employment Opportunity

Parker is an Equal Opportunity and Affidative 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")

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.