Position Summary

HR Manager – Corporate Functions and Talent CoE, India

Position Summary

The HR Manager – Corporate Functions and Talent CoE, India will serve as a strategic HR business partner to corporate functional leaders while leading the Talent Management Centre of Excellence for India. The role is responsible for aligning HR strategies with business priorities, strengthening organizational effectiveness, enhancing employee engagement, and fostering a positive and inclusive workplace culture.

This position will partner closely with business leaders, the Country HR Manager, and the APAC Talent Manager to deliver HR solutions across talent management, workforce planning, organizational design, performance management, employee relations, succession planning, and leadership development. The incumbent will identify talent gaps, support recruitment and retention strategies, guide managers through performance and compensation processes, and use HR metrics and dashboards to provide insights and recommendations to senior leadership.

In addition, the role will lead country-level talent initiatives, including performance management cycles, talent reviews, succession planning, competency framework deployment, leadership pipeline development, and India-focused programs to attract, develop, and retain high-potential talent. The position requires strong stakeholder management, sound judgment, confidentiality, analytical capability, and the ability to operate effectively in a dynamic, matrixed environment.

Reporting Matrix

Direct line reporting to Ocuntry Manager HR, India and strong dotted line reporting to Regional Talent Manager

Responsibilities

Key Roles and Responsibilities

Human Resources Business Partner –

- Develop and implement HR strategies and initiatives that align with the stakeholder functions’ goals and objectives.
- Coach and advice functional leaders on HR-related matters including talent management, organizational design, employee relations, and workforce planning.
- Partner with functional leaders to identify talent gaps and develop targeted recruitment and retention strategies to attract and retain top talent.
- Partner with functional leaders to identify talent gaps and develop strategies to attract and retain top talent.
- Collaborate with and support leadership set performance expectations and goals with their teams.
- Partner with stakeholders to implement employee feedback mechanisms, such as surveys, skip level meetings, etc., to gather insights and drive continuous improvement in employee engagement.




- Collaborate with leadership to address organizational challenges and foster a positive work environment.
- Monitor and analyze HR metrics and data to identify trends and opportunities for improvement and provide regular updates and recommendations to senior leadership.
- Drive DE&I; programs to create an inclusive workplace.
- Collaborate with the Total Rewards CoE’s and CHRM to implement compensation and benefits programs for stakeholder groups
- Provide HR policy guidance and interpretation seeking support from CHRM, Manager Employee Experience and TR CoE as required.
- Works with leaders to identify Identifies development needs and improvement initiatives for group and/or individuals.
- Coach, counsel, and guide managers at various stages of the Performance Management and Compensation Planning process.
- Design interventions to enhance employee experience through different drivers of engagement like career advancement/ improvement opportunities, Quality of working relationships with peers, superiors, and team members, clarity of job expectations, etc.
- Prepare and present HR dashboards, reports and analysis to respective stakeholder groups.

Talent Management CoE, India –

- In partnership with CHRM and Regional Talent Manager, establish and deploy the vision and plan for Parker Hannifin India’s talent management strategy.
- Manage existing and establish new programs to reinforce strong performance and potential to support talent development and learning initiatives, including development of programs and content to help support our leaders and employees in aspects of leadership development, job performance and other professional skills.
- Design a familiarization/ re-orientation methodology of competency framework for the country.
- Lead the performance management cycle, including goal setting, check-ins and year-end review.
- Manage talent review process for the country working closely with Div/BU HR and Key stakeholders.
- Develop strategies for a robust succession planning methodology to build a strong leadership pipeline.
- Identify and analyze metrics to track Talent Development and Succession Planning relevant to the country in alignment with regional aspiration.
- Develop a strategy and/or programs for India aimed at attracting and retaining top talent.




- Coach and advice Div/BU business and HR leaders on employee engagement, team development, performance management, leadership and/or career development.

Qualifications Knowledge, Skills, and Abilities

- Excellent work ethics - Demonstrate a high degree of integrity and discernment in dealing with and maintaining confidential data/ information/ sensitive records.
- Knowledge of labor laws and other relevant employee regulations
- Advanced communication (verbal, written and listening) skills to communicate at different levels with internal and external stakeholders including government authorities.
- Work independently with limited supervision, and possess strong initiative, exercise independent judgment within established systems and procedures.
- Develop strong business relationships within all levels of management; ability to understand, influence and persuade across all levels of the organization, exercising a high degree of confidentiality, professionalism, poise, tact, and diplomacy to accomplish objectives.
- Ability to deal with ambiguity and flexibility to reprioritize tasks in response to unexpected changes in priorities or processes.
- Ability to effectively work with teams remotely and the ability to adjust communication style for different situations and cultures.
- Ability to gather, organize, and analyze narrative and statistical data analyze problems, consider options, formulate strategies, and make practical recommendations.
- Ability to understand the business and apply consistency and value adding HR initiatives.
- Possess organizational and time management skills with ability to prioritize, be detail oriented and results driven.
- Robust analytical skills, problem-solving skills, and attention to detail.

Education/Experience

- Post Graduate Degree in Human Resources, Business Administration, or a related major in a public or accredited private academic institution required.
- Possess 10 – 15 years of relevant experience with a focus on HR Business Partnering.
- Experience in Project Management and Change Management
- Working knowledge of SAP Success Factors, People Soft and other ERPs
- Advanced proficiency with Microsoft Excel (macros, pivot tables, lookup functions, etc.), PowerPoint, SharePoint, and Outlook.
- A stint as in Talent Management will be an added advantage

Closing Statement 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. www.parker.com

📌 HR Manager II (Navi Mumbai)
🏢 PARKER HANNIFIN
📍 Navi Mumbai