Human Resources Generalist - Recruitment Marketing

Org Marketing Statement

At Parker Aerospace, we develop technologies and innovative solutions that enable reliable, efficient and increasingly sustainable flight for the lifecycle of the aircraft, including aftermarket support. Our passionate people with deep engineering expertise, together with our breadth of differentiated technologies, ensure that we make the extraordinary happen and continue to shape the future of aviation in partnership with our customers.

At Parker Aerospace, we develop technologies and innovative solutions that enable reliable, efficient and increasingly sustainable flight for the lifecycle of the aircraft, including aftermarket support. Our passionate people with deep engineering expertise, together with our breadth of differentiated technologies, ensure that we make the extraordinary happen and continue to shape the future of aviation in partnership with our customers.

As a member of our team, you are instrumental in fulfilling our mission: 'Enabling Engineering Breakthroughs that Lead to a Better Tomorrow.' Pursuing a career at Parker presents unlimited opportunities for both professional and personal development. Working with some of the most brilliant minds in the industry, your contributions will be pivotal in developing innovative technologies and products, significantly contributing to Parker’s goal of addressing the world’s most pressing engineering challenges. The Human Resources Generalist II independently leads core HR processes across the team member lifecycle and serves as a trusted HR partner to managers and business leaders. Working with general supervision, this role exercises sound judgment in routine to moderately complex HR matters, coaches managers on employee relations, performance, documentation, compliance, and development practices, and applies HR expertise to improve team member experience, engagement, retention, organizational effectiveness, and business outcomes. This role resolves routine matters independently, manages moderately complex HR issues, and escalates complex or higher-risk matters as appropriate.

Independently manage assigned HR processes and initiatives across talent acquisition, onboarding, engagement, performance management, employee relations, retention, and separations.

Lead full-cycle recruitment for assigned roles, including creating requisitions, screening applicants, evaluating candidate qualifications, coordinating interviews, advising hiring managers, managing candidate communications, preparing offer packages, and coordinating background checks.

Apply knowledge of EEO and applicable federal, state, and local employment regulations to support compliant talent acquisition and HR practices.

Support job evaluations, job description development, local pay survey review, and pay data analysis to inform compensation, wage, and benefit-related processes.

Advise and coach managers on moderately complex employee relations, performance management, corrective action, documentation, development planning, policy application, and consistent employment practices.

Support talent management processes, including learning pathways, succession planning, talent reviews, performance assessments, development planning, retention initiatives, and deployment of best practices.

Administer the Parker global engagement survey at division locations, promote participation, review results, identify themes, and partner with leaders to develop engagement action plans.

Conduct timely employee relations investigations, including fact-finding, witness interviews, evidence review, documentation, findings, and recommendations for fair and appropriate resolution.

Interpret HR policies, employment practices, and compliance requirements to guide consistent decision-making and reduce organizational risk.

Serve as an ethical HR representative by supporting fair, consistent, and compliant employment practices.

Lead organizational training related to HR policies, compliance, organizational development, leadership capability, and team member engagement.

Analyze HR data, identify trends, prepare reports, and recommend actions related to engagement, retention, performance, attendance, turnover, talent movement, and process improvement.

Coordinate annual benefits enrollment, team member engagement events, recognition efforts, and community service initiatives.

Lead HR workstreams, High-Performance Team initiatives, engagement action planning, or change management activities with limited direction.

Bachelor degree required, preferably in Human Resources, Business Administration, Psychology, or related field.

3-5 years of progressive HR experience, preferably in a manufacturing environment.

Comprehensive knowledge of HR functions and ability to navigate and influence within the organization.

Experience supporting talent acquisition, employee relations, performance management, engagement, HR reporting, and compliance-related HR activities.

Ability to interpret and apply HR policies, procedures, employment practices, and compliance requirements to routine and moderately complex workplace matters.

Experience advising or coaching managers on routine to moderately complex HR matters.

Ability to maintain confidentiality, exercise sound judgment, and support fair and consistent HR practices.

Benefit & Retirement Plans

Comprehensive coverage for medical, prescription drugs, dental, vision, voluntary optional life, accident insurance, hospital indemnity insurance and critical illness insurance with competitive premium cost.

Company provided defined-contribution retirement plan with annual contribution equal to 3% of pay

Career development and tuition reimbursement

Other benefits including paid parental leave, short and long-term disability programs, adoption assistance, a Care.com membership and financial planning assistance are provided at no cost to you.

Supplemental benefit programs including identity protection, legal protection, and pet wellness are available at competitive rates.

Paid Time Off and Company-Paid Holidays

In accordance with Parker’s policies and applicable state laws, Parker provides for a drug-free workplace. 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. Citizenship, Permanent Residency or other appropriate status is required for certain positions, in accord with U.Minority / Female / Disability / Veteran / VEVRAA Federal Contractor”)