HR Manager

Org Marketing Statement Founded in 1917, Parker Hannifin Corporation is a $13.7 billion, global company. With annual sales of $13.7 billion in fiscal year 2020, Parker Hannifin is the world's leading diversified manufacturer of motion and control technologies and systems, providing precision-engineered solutions for a wide variety of mobile, industrial and aerospace markets. The company has operations in 49 countries around the world. Parker has increased its annual dividends paid to shareholders for 63 consecutive fiscal years, among the top five longest-running dividend-increase records in the S&P 500 index. Parker’s engineering expertise and broad range of core technologies uniquely positions the company to solve some of the world’s greatest engineering challenges. By partnering with customers, Parker improves their productivity and profitability and seeks new ways to solve humanity's biggest challenges.

Position Summary

The Human Resources Manager acts as a strategic partner for multiple divisions within the manufacturing site. This role partners closely with plant leadership to align people strategies with business priorities, enabling organizational performance, operational excellence, and a positive employee experience. The position provides strategic HR guidance while leading the execution of key people processes, including Parker culture effective deployment, organizational effectiveness, talent management, workforce planning, employee relations, engagement, leadership development, and change management.

Responsibilities

• Serve as the primary HR partner for plant leadership, providing strategic guidance on organizational, talent, and workforce decisions.
• Build credibility as a trusted advisor by balancing strategic thinking with a hands‑on approach to solving day‑to‑day business and people’s needs.
• Partner closely with operations through regular Gemba activities and daily interaction with leaders to ensure HR solutions are aligned with operational priorities.
• Ensure compliance with Mexican labor legislation, Parker policies, internal controls, and HR governance requirements.
• Standardize and optimize HR processes and implement continuous improvement with measurable outcomes.
• Driving the alignment and execution of key people strategies that attract, train and retain employees to support the organization´s short- and long-term business goals.
• Lead the implementation of DE&I initiatives that support and inclusive workplace and align with corporate goals.
• Works in partnership with Shared Services Coach and advise leaders on organizational effectiveness, leadership capability, employee engagement, performance management, and change management.
• Lead and support corporate, customer and regulatory audits related to HR ensuring compliance with Parker standards, legal requirements, and customer expectations while driving corrective actions.
• Support organizational design, workforce planning, succession planning, and talent review processes.
• Serve as the HR lead or an active member of cross functional teams during critical business situations.
• Lead the execution of talent management initiatives, including performance management, development planning, leadership development, and employee growth.
• Drive employee engagement initiatives by facilitating action planning, leadership accountability, communication effectiveness, and employee listening activities.
• Provide guidance on employee relations matters, conduct investigations, resolve workplace issues, and ensuring fair and consistent application of Parker policies.
• Support compensation programs, including merit planning, salary recommendations, organizational changes, and internal equity reviews in partnership with Compensation.
• Monitor workforce trends and HR metrics to identify risks, recommend actions, and improve business performance.
• Partner with cross functional leaders to support business initiatives.
• Lead the site HR team, ensuring effective execution of operational HR processes and continuous improvement of HR services.
• Act as a trusted advisor during organizational changes, and leadership transitions.
• Manages and monitors the HR department budget to ensure spending aligns with business priorities, company policies, and approved financial plans.
• Partners with Finance and business leaders to forecast HR‑related expenses, including labor planning, training, recruiting, employee engagement, and workforce development initiatives.
• Monitors HR related-vendor performance, service quality, contract compliance and costs to ensure services meet Parker Hannifin’s standards and business needs.
• Works closely with Mexico HR Corporate teams to align practices, programs, reporting and compliance activities with corporate HR standards and business objectives.
• Reviews and approves payroll processing activities to ensure accuracy, timeliness, compliance with company policies, and alignment with applicable labor and tax regulations.
• Oversee and coordinate workplace medical services, ensuring employees have access to appropriate occupational health support in compliance with company policies and applicable regulations.
• Seeks for continuous improvement on HR processes and supports an HPT Culture.

Qualifications

Qualifications: Bachelor´s degree in HR , Business Administration, Psychology or related field Minimum 5 yrs of experience in similar role of HR experience in high volume and global manufacturing environment Fluent in English (written and verbal) Demonstrate Experience In Talent Management Rewards and compensation practices Experienced reporting or working directly with regional or US based leadership team Experienced implementing or supporting HPT (High Performance Teams) Strong customer service orientation and responsiveness Proactive approach to problem solving and organizational improvement Strong knowledge of Mexican labor regulations Experience with People soft (desire) Experience with payroll process and Social security regulation Equal Employment Opportunity Parker is an equal opportunity employer and does not discriminate on grounds of age, race, religion, ethnic origin, sex, sexual orientation or disability in relation to recruitment and employment.