Assistant Manager, HR Business Partner

At Hyundai, we’ve rethought our business and created cars that combine performance, quality, design and innovation into a complete package.

It’s time you rethink what you expect from an employer.

At Hyundai, we understand you're not just building a career – you're building a life. We believe in our people and realize that our success is a direct result of our commitment in offering you great opportunities for your career. If you would enjoy working in a dynamic environment and are looking for a chance to become part of a stellar team of professionals, we invite you to apply online today.

 

Location

NHQ

Purpose

~ The HR Business Partner (HRBP) position is responsible for aligning the business objectives with employees and management in designated business units. The position serves as a business partner to management on human resource-related issues, acting as an employee champion and change agent. The role assesses and anticipates HR-related needs and develops integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s strategic plans, its’ culture, and its’ goals.

Major Responsibilities

~ Builds and sustains trusted advisor/business partner relationships by regularly meeting with assigned business units.

~ Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).

~ Support HR administration and drive consistency, data integrity and compliance to HR policies and procedures.

~Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

~ Provides managers and employees with coaching, mentoring, and counseling regarding work-related problems such as performance or misconduct issues; recommends appropriate actions such as progressive discipline or termination.

~ Support HR Business Partner Manager and assist in HR Projects within HRBP team.

~ Provides guidance and input on business function restructures, workforce planning and succession planning.

~ Partner with Talent Acquisition to provide support during the recruiting process (e.g., active participation in the interview process).

~ Partner with Talent Management to provide guidance and input on business unit restructures, workforce planning, talent reviews and succession planning and providing support during the performance evaluation process.

Major Responsibilities (continued)

~ Assists with identifying training needs for business units and individual coaching needs. Participates in evaluation and monitoring of training programs to ensure success.

~ Conduct separation processes including exit interviews, employment documents, payroll coordination and meetings as employees transition out of the Company.

~ Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.  Partners with HRBP management and the Legal Department as needed.

~ Ad Hoc assignments as necessary related to process enhancement, process establishment policy review, etc.

~ Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.

~ Provide HR policy guidance and interpretation.

~ Develop and maintain team standard operating procedures.

~ Perform other related duties and assignments as required.

Authority

~ Provide recommendations to management regarding employees, business restructures, necessary trainings.

~ Signing authority for lateral transfers and internal promotions.

Education

~ Bachelor’s degree preferred

Related Experience

~ Five or more years of direct HR experience.

~ OEM industry experience preferred.

Skills/Knowledge

~ Broad knowledge of HR functions in order to exercise sound judgment in decision making.

~ Experience in Employee Relations with specific experience in grievance and conflict resolution.

~Proven planning, priority setting, and time management skills

~Ability to quickly build trusting relationships, gain credibility, and partner with leaders and peers.

~Adhere to the highest degree of professional standards and strict confidentiality in matters that require discretion.

~Strong attention to detail and organizational skills

~Flexible, self-starter, able to manage multiple ongoing projects without close supervision in a fast-paced environment.

~A demonstrated team-orientation with all level