HR Business Partner Manager
Kia AmericaAbout the role
At Kia, we’re creating award-winning products and redefining what value means in the automotive industry. It takes a special group of individuals to do what we do, and we do it together. Our culture is fast-paced, collaborative, and innovative. Our people thrive on thinking differently and challenging the status quo. We are creating something special here, a culture of learning and opportunity, where you can help Kia achieve big things and most importantly, feel passionate and connected to your work every day.
Kia provides team members with competitive benefits including premium paid medical, dental and vision coverage for you and your dependents, 401(k) plan matching of 100% up to 6% of the salary deferral, and paid time off. Kia also offers company lease and purchase programs, company-wide holiday shutdown, paid volunteer hours, and premium lifestyle amenities at our corporate campus in Irvine, California.
Status
Exempt
General Summary
The HR Business Partner – Manager serves as a strategic and tactical partner to leaders and team members across client groups, helping drive people strategies that support business priorities, organizational effectiveness, and a positive team member experience across Kia. This role provides consultative leadership across core Human Resources disciplines—including performance management, talent planning, organizational design, policy guidance, change enablement, workforce planning, recruiting oversight, and budget management—while ensuring alignment with Kia’s values, business objectives, and compliance requirements. The HR Business Partner – Manager leads and develops direct reports, including HR Business Partners and/or HR Generalists, and partners with the Employee Relations Specialist, enterprise program owners, and HR Centers of Excellence to implement practical, people-focused solutions that strengthen leadership capability, team effectiveness, and organizational health. This role also provides guidance on complex or escalated employee matters, supports business adoption of enterprise and HR programs, and uses business and people insights to improve organizational effectiveness and HR service delivery.
Essential Duties and Responsibilities
Priority One – Strategic HR Partnership, Team Leadership & Business Support (35%)
- Partner with leaders across assigned client groups to understand business goals, team dynamics, workforce needs, and organizational challenges, and translate those insights into practical HR strategies and solutions.
- Provide consultative guidance on organizational effectiveness, team structure, workforce planning, talent movement, leadership effectiveness, and people-related business decisions.
- Lead, coach, and develop direct reports by setting priorities, providing day-to-day guidance, monitoring workload and quality, supporting development planning, and reinforcing accountability and effectiveness.
Priority Two – Performance, Policy Guidance & Employee Relations Leadership (30%)
- Advise leaders and direct reports on performance management, corrective action, documentation, workplace concerns, and policy interpretation to ensure consistent and compliant practices.
- Partner with the Employee Relations Specialist, management, Legal, and HR leadership as appropriate to support the timely and effective resolution of complex or escalated employee relations matters.
- Coach HR team members and leaders on issue triage, documentation, risk awareness, and effective handling of employee matters within established policies and leadership guidance.
Priority Three – Talent Planning, Change Enablement & HR Program Partnership (20%)
- Partner with leaders and HR stakeholders to support talent review, succession planning, development planning, recruiting oversight, and organizational change initiatives across assigned business groups.
- Partner with enterprise program owners, HR leadership, and Centers of Excellence to support the implementation, business adoption, and execution of enterprise and HR programs, policies, and initiatives—including performance processes, compliance requirements, learning programs, engagement efforts, and other people-related priorities—within assigned client groups.
Priority Four – Organizational Insights, Projects, Budget & Continuous Improvement (15%)
- Use people data, team insights, and business feedback to identify trends, gaps, and opportunities to improve team effectiveness, manager capability, and HR service delivery.
- Lead or support special projects and cross-functional initiatives that strengt
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