Functional Programs

Accounting Leadership Development Program:

The program's purpose is to identify, hire, and develop talented, newly graduated accounting professionals to join a multinational Fortune 250 company, providing broad experiential opportunities. Associates are introduced to the Parker accounting & finance team and quickly begin to play a significant role in day-to-day operations of the business. Each associate is exposed to a variety of corporate accounting and finance processes, manufacturing methods, financial systems, and management techniques, broadening their knowledge and experience. Projects may include, hands-on plant and cost accounting, asset control, managerial accounting, internal audit, or financial reporting. Parker recognizes the value of the experience and knowledge gained by program participants and is committed to developing associates based on their goals, throughout their career.

Digital and IT Leadership Development Program:

A program to identify, hire and develop talented, newly graduated information technology professionals, providing an opportunity to launch their career in a diverse, global, Fortune 250 company. The two-year program prepares participants for roles of increasing responsibility through a combination of rotational assignments, structured learning, formalized feedback, and mentoring. The three rotational assignments give participants accelerated exposure to multiple teams, Enterprise IT technologies, and business environments, providing a solid foundation to determine their future career path within Parker.

Engineering Leadership Development Program:

The program prepares talented engineering graduates for the rigors of new product development. Graduates with a foundational knowledge in engineering are exposed to traditional and advanced manufacturing principals as well as introduced to business strategy, voice of customer tools, and market research to expand their understanding of how and why products are made. Associates are assigned to different Parker locations to gain insights on different technologies and business structures. Additionally, each associate is assigned a mentor as well as a sponsor who oversees their assignments and development, ensuring they gain relevant leadership experience and skills through a combination of assignments, projects, training modules, and problem-solving. As a team, the ELDP and MELD Associates work together to analyze a non-traditional technology and/or emerging market opportunity, creating a business case and required deliverables that will be presented to key stakeholders at the end of the program.

Environmental Health & Safety Leadership Development Program:

The program seeks to develop talented, new graduates with a passion for making Parker’s workplace safe and for reducing the environmental impact of our manufacturing operations. Graduates, with engineering or EHS educational backgrounds may find career interest and success within the program. The program will provide leadership skills and EHS technical acumen that will enhance the participant’s ability to start their EHS careers. Program rotations will focus on core strategic areas of EHS excellence including risk reduction, management systems and influencing organizational culture and team member engagement. Participants will also learn how EHS is integrated into Parker’s business systems and cadence of operations. The program will provide mentoring support and ability to create and build networks for future professional opportunities. Upon completion of the program, EHS Associates are poised to assume a Facility or Business Unit EHS role.

Human Resources Leadership Development Program:

This 2- year program allows you to build and develop your skills, all while making connections and building your network within Parker. During your 4, 6-month rotations, you will relocate to multiple sites and be challenged to understand where the organization is heading, and how you can help lead the way. Some of the main areas of focus will be around talent management, high performance teams, employee relations, compensation & benefits, HR systems, leadership skills and more. As an HR Leadership Development Associate, you will work with Parker’s HR Teams to learn how to strategically play a role in building and sustaining our company’s culture and engagement initiatives. By the end of your experience, you will be well positioned for an HR leadership career path.

Lean Engineering Leadership Development Program:

The program provides recent engineering or operations management graduates the knowledge, skills, and abilities necessary to become successful leaders at Parker. Participants are introduced to lean manufacturing processes used by a world-class, global manufacturer. The objective is to develop the participants to be future functional and business leaders. Associates will spend time between several different Parker locations with four specific projects lasting approximately six months each. These meaningful projects are used to advance the participants’ skills while providing Parker with significant benefit. The specific rotations involve a Manufacturing Value Stream Transformation, a Non-Manufacturing Value Stream Transformation, a Problem-Solving Project to achieve a Six Sigma Greenbelt Certification and a Front-Line Leader Rotation. Rotations are based on the needs of the assigned operating group and the best opportunity to grow for the associate. Associates will also be given the opportunity to participate in structured kaizen events facilitating or leading a High-Performance Team to achieve continuous improvement goals. Associates will be required to travel approximately every six months for meetings and development purposes. At the completion of the program, associates may take a variety of roles within Parker, utilizing the knowledge gain, to advance their careers. Such roles might include technical or operations leadership opportunities.

Manufacturing Engineering Leadership Development Program:

The program provides recent engineering or operations management graduates the knowledge, skills, and abilities necessary to become successful leaders at Parker. Participants are introduced to lean manufacturing processes used by a world-class, global manufacturer.  The objective is to develop the participants to be future functional and business leaders. Associates will spend time between several different Parker locations with four specific assignments, used to advance the participants’ skills while providing Parker with significant benefit. Assignments are based on the needs of the assigned operating group and the best opportunity to grow for the associate. Example assignments are a Manufacturing Value Stream Transformation, a Non-Manufacturing Value Stream Transformation, a Problem-Solving Project to achieve a Six Sigma Greenbelt Certification, and/or a Front-Line Leader Rotation. Associates will also be given the opportunity to participate in structured kaizen events facilitating or leading a High-Performance Team to achieve continuous improvement goals. As a team, the ELDP and MELD Associates work together to analyze a non-traditional technology and/or emerging market opportunity, creating a business case and required deliverables that will be presented to key stakeholders at the end of the program. At the completion of the MELD program, associates may take a variety of roles within Parker, utilizing the knowledge gain, to advance their careers. Such roles might include technical or operations leadership opportunities.

Quality Engineering Leadership Development Program:

The program provides recent engineering graduates the knowledge, skills, and abilities necessary to become successful leaders at Parker. Participants are introduced to Parker’s Continuous Improvement processes – both Lean & Quality – used by a world–class, global manufacturer. The objective is to develop the participants to be future functional and business leaders. Associates will spend time between several different Parker locations with four specific projects lasting approximately six months each. These meaningful projects are used to advance the participants’ skills while providing Parker with significant benefit. The specific rotations involve a Manufacturing Value Stream Transformation, a Problem-Solving Project to achieve a Six Sigma Greenbelt Certification, a Supplier Quality Project, and a Front-Line Leader Rotation. Rotations are based on the needs of the assigned operating group and the best opportunity to grow for the associate. Associates will also be given the opportunity to participate in structured kaizen events facilitating or leading a High-Performance Team to achieve continuous improvement goals. Associates will be required to travel approximately every six months for meetings and development purposes. At the completion of the program, associates may take a variety of roles within Parker, utilizing the knowledge gain, to advance their careers. Such roles might include technical or operations leadership opportunities.

Strategic Pricing Leadership Development Program:

The program brings candidates into a unique function within Parker. The program builds the commercial, product, and analytical knowledge that is vital to making good pricing decisions. Associates work with our Strategic Pricing Managers to learn about the four pricing value streams and work on projects that are impactful to the division within which they are stationed. The program is two years long with four different rotations. The exposure to several manufacturing locations builds a unique perspective that carries over to the final placement. On completion of the program the associate is perfectly positioned to accept a Pricing Analyst role with expectations to become a Strategic Pricing Manager as a next career.

Supply Chain Leadership Development Program:

The program provides recent graduates in Supply Chain the knowledge, skills, and abilities necessary to be Parker’s leaders of tomorrow. The program accelerates an associate’s development through cross- functional rotations that educate future leaders on Parker’s culture and business structure and provide insight into a global supply chain. Associates will spend time between two to three different Parker locations with three rotations within 24 months: Rotation one: Inventory Management, Material Planning and Scheduling; Rotation two: Procurement; Rotation three: Customer Service and Logistics. Associates can be placed in any of Parker’s locations nationwide. The Associate’s rotation is based on the need of the assigned operating group and the best opportunity to grow for the associate. Assignments will vary from interactions with more experienced supply chain managers and high visibility projects to also learning the day-to-day operations and how to manage them effectively. Associates may be required to travel approximately every six months for meetings and development purposes.

Technical Sales Leadership Development Program:

Technical Sales Associates (TSAs) learn to become technical and commercial problem solvers for Parker's widely diverse customer base. The 1-year program includes training in Parker's technologies, products, and applications as well as business basics, and selling skills. Associates will assist product managers or engineers, they will learn about customer service, design engineering, manufacturing, and other key functions within Parker's operating divisions. Each TSA is assigned a mentor and builds their professional network while working within various Parker divisions and facilities. Associates develop their selling skills and style by working with outside sales representatives and by making independent sales calls. Parker recognizes the value of the experience and knowledge gained by program participants, and accordingly, TSAs are eligible for a geographic territory or are assigned accounts to manage following completion of the program. A solid commercial foundation prepares program participants to determine their future career path within Parker.