Hr generalist ii

Position Summary

The Human Resources Generalist II is responsible for leading end-to-end HR support across the entire team member life cycle while collaborating with applicable teams to advance HR initiatives. In this role, the HR Generalist II applies practical knowledge obtained through advanced education and work experience while managing talent acquisition, onboarding, performance management, employee engagement and development, retention strategies, and separation procedures.

Scope/ Supervision and Interaction:

This position generally reports to the Group or Division HR Leader and does not have direct reports.

Essential Functions:

An HR Generalist II performs direct responsibilities and accountabilities, including, but not limited to:

• Oversee recruitment by creating requisitions, screening applicants, and managing recruitment process.
• Create offer packages and conduct background checks.
• Stay apprised of EEO, state and government regulations to ensure compliance during all talent acquisition activities.
• Participate in job evaluations and job description development.
• Examine local pay surveys and analyze pay data for wage and benefit review development or other compensation related programs and processes.
• Partner with and educate managers on appropriate feedback, documentation, and development of Parker team members.
• Support utilization of learning pathways and succession planning.
• Guide talent-related projects and processes such as talent reviews and performance assessments while deploying talent management best practices.
• Administer the Parker global engagement survey at division locations.
• Promote survey, provide methods of access for all team members to ensure inclusion and utilize feedback from Learning and Organizational Effectiveness to initiate engagement action plans and take advantage of areas for improvement.
• Conduct timely investigations, including fact-finding, witness interviews, and development of recommendations for appropriate and equitable resolution of employee relations issues.
• Act as an ethical agent and counsel management on complex matters related to conflict resolution and negotiation.
• Lead organizational training efforts relative to Human Resources policies and practices, organizational development, and compliance.
• Employ analytics tools and dashboards to evaluate talent data, conduct detailed analysis and extract insights that drive strategic decision-making.
• Utilize findings to prepare and present comprehensive reports to management with recommendations for key talent actions and improvement.
• Facilitate communication and documentation during labor relations discussions and processes, if applicable.
• Coordinate annual benefit program enrollment, team member engagement activities and community service endeavors.
• Model collaboration, clear communication, and agility while leading others within High-Performance Teams or during change management initiatives.

Qualifications:

• Bachelor’s degree, preferably in Human Resources, Business, Psychology, or related field
• 2+ years of progressive HR experience
• Demonstrated leadership experience preferred
• Exposure to manufacturing environments and/or familiarity with union/labor relations beneficial
• Comprehensive knowledge of various Human Resources functions and ability to navigate and influence within the organizational infrastructure
• Ability to effectively communicate through verbal, written, and presentations with varied audiences
• Able to build strong relationships at all levels throughout the organization
• Strong analytical and technology skills
• Action oriented and organized
• HR certification in progress or completed beneficial (e.g., SHRM-CP, PHR)

This role is subject to compliance with the International Traffic in Arms Regulations (ITAR) and the Export Administration Regulations (EAR), which requires the incumbent to be either a US citizen, lawful permanent resident [“green card” holders], or have refugee or asylee status.

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