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2 months ago
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HR SPECIALIST


Parker Aerospace
Location: United States, North America
Job type: Permanent
Sector: HR & Recruitment
Category: Office
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Parker

Parker Aerospace, an operating segment of Parker Hannifin Corporation, is one of the world’s leading producers of flight control, hydraulic, fuel, inerting, fluid conveyance, thermal management, and engine systems and components for the aerospace industry. We design and build equipment for virtually every aircraft and aero engine being produced in the world today.

In addition to game-changing technology, our customers look to us for shorter lead times, lower costs, higher reliability, and lifetime support. All coupled with the positive attitude and innovative thinking of a true business partner.

Parker Aerospace provides unmatched performance for both our customers and shareholders, built on a foundation of integrity, innovation, and customer satisfaction. As a result, our business has seen consistent growth and, best of all, our team members share in Parker’s success.

HR SPECIALIST
FSD – IRVINE, CA
ESSENTIAL FUNCTIONS
Provides specialized expertise in one or more human resources functional areas and/or has full generalist responsibility for a major team or business unit. Proposes and initiates projects and programs of diverse scope and complexity; anticipates and prepares the organization for change; provides human resources input to business task teams (e.g. mergers/acquisitions, new business proposals, ISO 9000). Acts as a business partner to assess and implement organizational development and change that supports key business objectives.

1. Increases employee commitment and maintains positive, employee relations by initiating actions and/or processes that improve overall communication, problem resolution, and teamwork. Provides one‐on‐one coaching and serves an arbitration role in unresolved/difficult situations; implements and reinforces progressive discipline and peer panel processes and training; facilitates team discussions. Develops programs to improve employee relations/morale and promote a participative, inclusive workplace.

2. Organizes and/or conducts organization‐wide training needs assessments. Provides input on priorities and overall recommendations. May be certified as a trainer for specific programs and/or develop and conduct internal training based on need. Promotes, models, and reinforces learning. Develops systems to support organizational compliance with quality/supplier certification (e.g. ISO9000) and related standards.

3. Impacts organizational capabilities through a quality hiring and selection process that provides the appropriate mix of skills, talent, and diversity. May be involved in sourcing, interviewing and screening applicants at high levels, and other related selection activities. Consults with division/organizational staff on staffing and succession plans, organizational restructuring, and outsourcing alternatives. May be involved with international assignments.

4. Increases the understanding and consistent application of company policies through training and communication programs. Identifies the need for new or revised policies; coordinates policy revisions and approvals. Interprets policy and may review personnel actions or decisions to ensure compliance with federal, state, and local legislation. Observes and promotes adherence to all ethical standards.

5. Advises and educates team leaders and division/organizational staff on compensation planning. May consolidate and report on organization‐wide increase budgets. Identifies and develops recommendations to address competitiveness and/or equity; guides team leaders in evaluating compensation and classification decisions; provides interpretation and advice on legal requirements and may participate in external compensation audits. Develops communication and training on compensation, career development, and performance management topics for team leaders and team members. Researches trends in compensation and recommends changes to pay programs.

6. Communicates, administers, and promotes employee benefit and wellness programs. Develops recommendations for benefit program changes or enhancements and/or researches utilization to recommend preventative health approaches to reduce costs. May lead or participate in health, wellness, or safety committees.

7. Creates efficient HR administrative processes by applying continuous improvement measures and methods. Initiates and manages ad hoc teams to evaluate information needs, systems, and procedures to streamline and reduce time of administration or improve accuracy.

8. Recommends personnel actions by analyzing and interpreting data and making comparative analyses. Analyzes proposed changes in methods, policies, and procedures. Compiles diverse or complex data and prepares complex reports for department, division, or group managers or to meet applicable government reporting requirements.

9. Maintains team leader and team member confidence and prevents the disclosure of confidential information. Conducts confidential internal investigations into a variety of Human Resources or other business matters as required. Prepares a strategy, collects and presents information, and represents the company at court or regulatory agency hearings.

10. Studies existing and new legislation, audits current policies and practices, and obtains opinions from legal counsel to ensure compliance and to reduce potential company liability. Advises management on appropriate actions.

11. Maintains professional and technical knowledge by attending educational workshops, reviewing business or HR‐related publications, establishing industry networks, and/or participating in professional associations.

12. May provide leadership to others in department. Acts as prime contact on high level projects. Establishes goals and objectives required to complete projects. Trains and mentors less experienced team members.

13. Shares specialized knowledge with others. Represents Company on specific projects. Establishes goals and objectives required to complete projects. Contributes to team effort by accomplishing related results as needed.

QUALIFICATIONS
Bachelor’s degree (BA) in Human Resources, Business, or related field, and experience which has provided both theoretical and practical knowledge in the field. Demonstrated ability to perform the essential functions of the job typically acquired through six or more years of increasingly responsible related experience in Human Resources.

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. U.S. Citizenship/Permanent Resident is required for most positions. Minority/Female/Disability/Veteran/VEVRAA Federal Contractor.

*LI-SF1
Parker

Parker Aerospace, an operating segment of Parker Hannifin Corporation, is one of the world’s leading producers of flight control, hydraulic, fuel, inerting, fluid conveyance, thermal management, and engine systems and components for the aerospace industry. We design and build equipment for virtually every aircraft and aero engine being produced in the world today.

In addition to game-changing technology, our customers look to us for shorter lead times, lower costs, higher reliability, and lifetime support. All coupled with the positive attitude and innovative thinking of a true business partner.

Parker Aerospace provides unmatched performance for both our customers and shareholders, built on a foundation of integrity, innovation, and customer satisfaction. As a result, our business has seen consistent growth and, best of all, our team members share in Parker’s success.

HR SPECIALIST
FSD – IRVINE, CA
ESSENTIAL FUNCTIONS
Provides specialized expertise in one or more human resources functional areas and/or has full generalist responsibility for a major team or business unit. Proposes and initiates projects and programs of diverse scope and complexity; anticipates and prepares the organization for change; provides human resources input to business task teams (e.g. mergers/acquisitions, new business proposals, ISO 9000). Acts as a business partner to assess and implement organizational development and change that supports key business objectives.

1. Increases employee commitment and maintains positive, employee relations by initiating actions and/or processes that improve overall communication, problem resolution, and teamwork. Provides one‐on‐one coaching and serves an arbitration role in unresolved/difficult situations; implements and reinforces progressive discipline and peer panel processes and training; facilitates team discussions. Develops programs to improve employee relations/morale and promote a participative, inclusive workplace.

2. Organizes and/or conducts organization‐wide training needs assessments. Provides input on priorities and overall recommendations. May be certified as a trainer for specific programs and/or develop and conduct internal training based on need. Promotes, models, and reinforces learning. Develops systems to support organizational compliance with quality/supplier certification (e.g. ISO9000) and related standards.

3. Impacts organizational capabilities through a quality hiring and selection process that provides the appropriate mix of skills, talent, and diversity. May be involved in sourcing, interviewing and screening applicants at high levels, and other related selection activities. Consults with division/organizational staff on staffing and succession plans, organizational restructuring, and outsourcing alternatives. May be involved with international assignments.

4. Increases the understanding and consistent application of company policies through training and communication programs. Identifies the need for new or revised policies; coordinates policy revisions and approvals. Interprets policy and may review personnel actions or decisions to ensure compliance with federal, state, and local legislation. Observes and promotes adherence to all ethical standards.

5. Advises and educates team leaders and division/organizational staff on compensation planning. May consolidate and report on organization‐wide increase budgets. Identifies and develops recommendations to address competitiveness and/or equity; guides team leaders in evaluating compensation and classification decisions; provides interpretation and advice on legal requirements and may participate in external compensation audits. Develops communication and training on compensation, career development, and performance management topics for team leaders and team members. Researches trends in compensation and recommends changes to pay programs.

6. Communicates, administers, and promotes employee benefit and wellness programs. Develops recommendations for benefit program changes or enhancements and/or researches utilization to recommend preventative health approaches to reduce costs. May lead or participate in health, wellness, or safety committees.

7. Creates efficient HR administrative processes by applying continuous improvement measures and methods. Initiates and manages ad hoc teams to evaluate information needs, systems, and procedures to streamline and reduce time of administration or improve accuracy.

8. Recommends personnel actions by analyzing and interpreting data and making comparative analyses. Analyzes proposed changes in methods, policies, and procedures. Compiles diverse or complex data and prepares complex reports for department, division, or group managers or to meet applicable government reporting requirements.

9. Maintains team leader and team member confidence and prevents the disclosure of confidential information. Conducts confidential internal investigations into a variety of Human Resources or other business matters as required. Prepares a strategy, collects and presents information, and represents the company at court or regulatory agency hearings.

10. Studies existing and new legislation, audits current policies and practices, and obtains opinions from legal counsel to ensure compliance and to reduce potential company liability. Advises management on appropriate actions.

11. Maintains professional and technical knowledge by attending educational workshops, reviewing business or HR‐related publications, establishing industry networks, and/or participating in professional associations.

12. May provide leadership to others in department. Acts as prime contact on high level projects. Establishes goals and objectives required to complete projects. Trains and mentors less experienced team members.

13. Shares specialized knowledge with others. Represents Company on specific projects. Establishes goals and objectives required to complete projects. Contributes to team effort by accomplishing related results as needed.

QUALIFICATIONS
Bachelor’s degree (BA) in Human Resources, Business, or related field, and experience which has provided both theoretical and practical knowledge in the field. Demonstrated ability to perform the essential functions of the job typically acquired through six or more years of increasingly responsible related experience in Human Resources.

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. U.S. Citizenship/Permanent Resident is required for most positions. Minority/Female/Disability/Veteran/VEVRAA Federal Contractor.

*LI-SF1
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