Div Lean Mgr II, O-Ring

Position Summary The Division Lean Manager II is a Division Staff role reporting directly to the Division General Manager (GM). This role owns the strategy, prioritization, and execution of the Parker Lean System (PLS) that enhances customer satisfaction and drives the division’s business performance through collaboration and direction across the division. The role leads a team of Lean Practitioners and Specialists who oversee lean and continuous improvement processes within the division. This role owns the lean performance in the division with direction from the General Manager and the Group Lean Director. This role creates relationships across all functions and levels in the Division to help educate and drive lean principles to drive sustainable transformation. Responsibilities Strategy, Governance, and Alignment Owns, drives and ensures Parker Lean System (PLS) methodologies and principles are deployed at all sites within the division. Define and deploy the division’s Lean and Quality strategy aligned to business objectives and customer requirements; establish annual plans, priorities, and performance targets. Build and manage the improvement portfolio (policy deployment/hoshin) and governance cadence (SQDCI) to ensure focus, accountability, and benefits realization. Standardize and scale best practices across sites; ensure consistent application of PLS elements and quality systems. Lean/Continuous Improvement Leadership Ensure the Lean Analyst/Manager roles at the site to perform the PLS fundamental such as Genba (site time architecture and LPA management), Kaizen culture leadership, best in class lean transformation (own site and value stream transformation process), demand aligned capacity, lean before capital and continuously drive for process simplification and cost leadership. Process simplification focus for the division to improve output and performance. Ensure PEN facilitations, gaps assessments and closure plans are being utilized. Oversee implementation and sustainment of PLS across the division; coach site leaders on daily management, 10 step problem solving, leader standard work, and tiered accountability. Drive application of lean before capital such as karakuri and 3P facilitation. Cross-Functional Leadership and Stakeholder Engagement Collaborate with Operations, Engineering, Supply Chain, Sourcing, EH&S, Finance, and HR to align improvements with business needs and product roadmaps. Communicate effectively at executive, manager, and shop-floor levels; provide clear status, risk, and mitigation updates to the GM and Division Staff. Engage with customers and suppliers as needed to support significant improvement or quality initiatives and to ensure alignment on expectations. People Leadership and Capability Building Own functional talent development and succession planning; hire, develop, and coach CI and quality professionals, including direct Supervisors/Managers at multi-site level. Build internal capability through training and certification pathways (e.g., PLS fundamentals, problem solving tools, Kaizen culture process and tools); mentor leaders to sustain results and culture. Performance Management and Results Establish metric dashboards and reviews to track project impact and operational performance. Drive cost leadership (cost, cash, growth) and adjust priorities based on data and customer feedback. Ensure compliance with company policies and applicable regulatory/industry standards; support readiness for internal and external audits. Qualifications Experience 12+ years of progressive, related experience spanning Lean leadership/Continuous Improvement Leadership. Proven success leading multi-site or matrixed organizations with measurable improvements in metrics. 6 or more years of managerial / leadership experience with Profit and Loss statements Education Bachelor’s degree in Engineering, Operations, Quality, Industrial/Manufacturing, or related field required. Advanced degree (e.g., MBA, MS in Engineering/Operations) preferred. Knowledge and Skills Deep expertise in Lean enterprise systems (e.g., value stream mapping, flow/pull, standard work, problem solving, daily management). Proficiency with performance management, policy deployment, and analytics; ability to interpret complex operational and quality data. Exceptional stakeholder management, change leadership, and communication skills in a matrix environment. Ability to lead through influence, set clear standards, and drive accountability across divisions. Understanding a P&L and financial impacts to decision made within the locations/division. Certifications (preferred, not required) Lean Six Sigma Black Belt or higher; ASQ certifications (e.g., CQE, CQA) or equivalent professional credentials. Other Willingness to travel across divisions within the operating Group 75% of the time. 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 Additional Comments: The essential functions have been provided as example of the type of work performed by employees assigned to this job classification. The company reserves the right to modify the work assignments and/or to make reasonable accommodations so that qualified employees can perform the essential functions. The job description is not intended to be an inclusive list of duties and responsibilities. It is intended to describe the general nature of the position. Parker is an Equal Opportunity and Affimative 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, 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. #J-18808-Ljbffr