HR Business Partner

Position Summary

POSITION SUMMARY:

Fluid Systems Division, Irvine is seeking an HR Business Partner to manage the employee lifecycle for a designated client group of 150-200 employees. Responsibilities include recruiting, onboarding, training, performance management, engagement, and offboarding. The ideal candidate will foster positive employee relations by enhancing communication, problem resolution, and teamwork. This role also involves implementing continuous improvement measures to optimize HR administrative processes and programs. Join us to drive a supportive and efficient HR environment that empowers our workforce.

ESSENTIAL FUNCTIONS:

Increase employee commitment and maintain 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.

Organizes and/or conducts site-wide training needs and skills assessments; establishes criteria and measures training effectiveness. Develops organizational priorities and overall recommendations. Promotes, models, and reinforces learning.

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/site staff to develop and implement succession plans and other career development initiatives; provides input on organizational restructuring and outsourcing alternatives.

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 and legal standards.

Conducts in-depth analyses of compensation programs and practices to maintain competitive pay practices and ensure compliance with legal changes. Advises and educates team leaders and division/organizational staff on compensation planning and may consolidate and report on organization-wide increase budgets and trends. Identifies jobs for periodic studies; 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.

Communicates, administers, and promotes employee benefit and wellness programs. Develops recommendations for benefit program changes or enhancements and/or research trends and competitiveness. May lead or participate in health, wellness, or safety committees.

Creates efficient HR administrative processes by applying continuous improvement measures and methods. Analyzes proposed changes in methods and recommends, plans for, and implements system and process improvements.

Analyzes and interprets data and making comparative analyses and long-term recommendations. Compiles diverse or complex data and prepares complex reports for department, division, or group managers or to meet applicable government reporting requirements.

Maintains team leader and team member confidence and prevents the disclosure of confidential information. Conducts highly sensitive internal investigations into 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.

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 organization leadership on appropriate actions.

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

Acts as a consultant to management on issues of significant organizational importance. Identifies mentoring needs. Trains and mentors less experienced team members. May provide leadership to others or to ad hoc teams. May serve as functional expert.

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 eight or more years of increasingly responsible related experience.

Advanced, specialized knowledge of human resources principles, industry practices, legal and regulatory requirements related to human resources policies and practices.

Ability to establish goals and objectives and manage projects to completion.

Ability to negotiate effectively to resolve complex employee relations issues.

Ability to communicate effectively and make effective and persuasive presentations on complex topics to top management and/or customers.

Ability to develop, design, and deliver training programs.

Ability to write clear and concise reports, business correspondence, and policy manuals.

Ability to effectively demonstrate team member competencies and participate in goal-setting, performance feedback, and self-development activities.

Additional Comments:

The essential functions have been provided as examples 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 all-inclusive list of duties and responsibilities. It is intended to describe the general nature of the position.

Pay, Benefits, Work Schedule

Competitive Compensation

• Pay Range: $100300 to $159400 annually
• Participation in Annual Incentive Program

Benefit & Retirement Plans

Parker offers competitive benefit programs, including:

• Comprehensive coverage for medical, prescription drugs, dental, vision, voluntary optional life, accident insurance, hospital indemnity insurance and critical illness insurance with competitive premium cost.
• 401(k) Plan with company matching contributions at 100% of the first 5% of pay.
• 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 13 Company-Paid Holidays.

Equal Employment Opportunity

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