Div HR Manager IV, Performance Materials Division

Job description

Position Summary

The Division HR Manager IV is a strategic HR partner and leader responsible for executing and overseeing HR strategy deployment for their division. Partners with leadership to design and deliver strategic, compliance driven HR programs that support operational performance and business continuity. This role leads and develops HR professionals while managing HR processes, including talent acquisition, team member/labor relations, performance management, talent management, and workforce planning.

Collaborates with applicable teams to lead HR initiatives across inclusion, engagement, HRIS, compensation, benefits, learning, and development. This role leads organizational design, change, and continuous improvement efforts; ensures adherence to corporate policy and local regulations, and partners with business leaders to translate strategy into measurable outcomes.

Responsibilities

Responsibilities: Lead division HR strategy, KPIs, governance, and compliance. Advise division leaders on workforce strategy, organizational design, change management, and business continuity. Establish HR governance, audit practices, compliance controls, and accountability standards across sites. Manage multi-site HR teams, budgets, performance, and succession. Oversee end-to-end HR service delivery across recruiting, onboarding/offboarding, HRIS, records/I-9, benefits/leave, and payroll.

Ensure compliance with employment law, company policy, local regulations, data privacy, and security requirements. Direct recruitment strategy for skilled roles, including selection standards, vendor management, and hiring metrics. Partner with Legal, COEs, L&D, EH&S, and Compliance on high-risk matters, programs, and incidents. Lead compensation, HR improvement, incident response, and HR analytics. Own HR analytics and narratives, monitor and deploy predictive talent analytics, lead action plans, and adjust strategy.

Qualifications

Qualifications: Required Bachelor's degree in Human Resources, Business Administration, or related field with 15+ years of progressive HR experence, including at least 7 years of supervising or leading an HR team. Proficiency with HRIS systems (e.g., PeopleSoft, Oracle, SAP) and HR analytics tools. Strong knowledge of employment law, benefits administration, compensation fundamentals, and performance management best practices.

Experience in scaling HR programs in high-growth or matrixed environments Experience in total rewards strategy, organizational design, or large scale change management. Familiarity with diversity, equity and inclusion program design and measurement. Excellent leadership and people-development skills; ability to build high-performing HR teams. Credible HR business partnering, influencing and stakeholder management at senior levels.

Excellent judgment and demonstrated ability to manage complex, sensitive and confidential situations. Strategic thinking and strong business acumen; ability to translate business goals into people strategy.

Preferred

Advanced degree (MBA, MHR, or similar) and additional HR certifications (PHR/SPHR,SHRM-CP/SHRM-SCP) Conditions of Employment This position is subject to meeting U.S. export compliance and/or U.S. Government contracting citizenship eligibility requirements. Parker Hannifin Parker Hannifin is a Fortune 250 global leader in motion and control technologies. For more than a century, we’ve enabled engineering breakthroughs that make energy cleaner, transportation safer, medical treatments more effective, and manufacturing more efficient.

With empowered team members in more than 40 countries, Parker serves customers across aerospace & defense, energy, HVAC & refrigeration, in-plant & industrial equipment, off-highway and transportation. Our scale is global, but our purpose is personal. We enable breakthroughs that improve lives, strengthen communities and create a brighter future. Our Purpose — Enabling Engineering Breakthroughs that Lead to a Better Tomorrow — comes to life through our people-first culture where teamwork drives performance, inclusion fuels innovation and growth is encouraged.

This environment fosters collaboration and empowers team members from engineering and manufacturing to finance, supply chain, human resources, information technology and beyond. By combining deep expertise with an entrepreneurial spirit, we help customers succeed in markets that demand performance, reliability, and sustainability. As we look to the future, Parker is advancing initiatives in energy efficiency and sustainability while developing the next generation of talent and leaders to engineer a better tomorrow.

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 Employees & Job Applicants | U.S. Equal Employment Opportunity Commission 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.