HR Business Partner Manager

Kia Corporation•Tustin, CA

1d•$98,895 - $133,393•Onsite

About The Position

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.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field, or equivalent relevant experience.
8-10 years of progressive Human Resources experience, including substantial experience in an HR generalist, business partner, or consultative HR role.
Demonstrated experience leading and developing direct reports, including prioritizing work, coaching team members, supporting development, and driving accountability.
Demonstrated experience partnering with leaders on performance management, organizational effectiveness, talent planning, and team member issues in a corporate environment.
Experience advising leaders through complex or sensitive workplace matters using sound judgment, discretion, and a solutions-oriented approach, including partnership on employee relations matters as needed.
Strong experience supporting the implementation, adoption, and execution of HR programs, policies, and change initiatives across business functions in partnership with HR leadership and relevant stakeholders.
Strong consultative and relationship-building skills; ability to influence and build credibility across multiple levels of leadership.
Excellent written, verbal, and presentation skills, with the ability to communicate clearly and effectively on complex people issues.
Strong critical thinking, problem-solving, and judgment skills, with the ability to balance business needs and team member considerations.
Strong working knowledge of employee relations practices, Human Resources principles, and applicable employment laws and regulations.
High level of discretion and ability to maintain confidentiality with sensitive information.
Strong organizational, project management, and follow-through skills; ability to manage multiple priorities in a fast-paced environment.
Ability to lead, coach, and develop HR team members, and to build capability across the HRBP and/or HR Generalist team.
Ability to use people data, organizational insights, and business context to identify trends, assess risks, and recommend practical solutions.
Ability to manage budget and budget forecast activities, review recommendations, analyze variances, and prepare recommendations for leadership review and approval.
Proficiency with HR systems and tools, including HRIS platforms, SuccessFactors, and Microsoft 365 applications.
This position is expected to exercise a high level of discretion and independent judgment regarding people-related decisions, issue resolution, and team leadership, within established policies, practices, and leadership guidance.

Nice To Haves

PHR or SPHR certification preferred.
Experience overseeing recruiting execution, workforce planning, or talent movement activities across assigned client groups is preferred.
Ability to oversee recruiting execution and talent movement activities while maintaining broader focus on strategic HR partnership and organizational effectiveness.

Responsibilities

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.
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.
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.
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 strengthen organizational capability, team effectiveness, and business alignment.
Manage budget and budget forecast activities for assigned areas, review recommendations from direct reports, and align final approvals with HR Leadership.
Serve as the primary HR contact for assigned client groups, providing day-to-day guidance on people matters.
Coach and support leaders on team effectiveness, employee development, and workplace situations.
Oversee HR team execution to ensure consistent, high-quality service delivery.
Support resolution of complex or escalated employee matters.
Coordinate with HR functions to ensure aligned support across talent, learning, and recruiting.
Analyze trends and prepare insights or recommendations for leadership.
Monitor budget activity and support reporting for assigned areas.
Support cross-functional initiatives and continuous improvement efforts.
Perform other duties as assigned.