HR Business Partner Specialist (Bilingual KOR/ENG)

H Mart•Carlstadt, NJ

9d•Onsite

About The Position

Responsibilities but not limited to: Lead with a commercial mindset and provide customized HR expertise accordingly Partner with and consult multiple business unit leaders on strategic people solutions covering the full employee cycle Challenge leaders as appropriate to provide sound thought partnership and ensure decisions are right for the business (e.g., leveling, promotions, transfers, compensation) Coach business leaders on various topics including performance management, people management, career development, etc. Advise business leaders on organization structure designs and guide them through the appropriate change management and communications flow Assess the needs for growth, headcount, level, skills, spans, layers, timing Workforce plan with business leaders to ensure that employees are in the right roles Plan the evolution of HiPo and high performers Guide people managers on performance issues and the appropriate next steps considering business risk Guide the change process for employee transfers along with the appropriate communications Identify and prepare future leaders for managerial and critical roles Create the guidance and resources to manage the succession program L&D - Identify and co-create learning and development programs with the business leader and L&D team to address business challenges Employee relations (ER) - Handle as appropriate depending on business risk severity Administration - Updating org charts, processing necessary transactions, etc. Projects - Manage small to medium scale projects Recruiting - Liaise with the recruiting team as appropriate in particular with new headcounts Performance mgmt - Participate in the cycle as appropriate and address employee questions accordingly Merit cycle - Participate in the cycle as appropriate and address employee questions accordingly

Requirements

Drive and curiosity to learn and get embedded in the H Mart business
Strong relationship building and influencing skills with all employees levels
Sharp critical thinking and problem solving skills to revolve business challenges quickly
Comfort and tenacity working in a dual culture environment (Korean and American)
Extreme comfort with ambiguity and operating with limited information
Interest and comfort with building fundamental programs and processes
Strong prioritization skills reflecting business impact
General knowledge of the HR space and how all verticals connect
Passion or curiosity for the grocery and manufacturing industries
Strong Korean communication skills highly preferred

Responsibilities

Lead with a commercial mindset and provide customized HR expertise accordingly
Partner with and consult multiple business unit leaders on strategic people solutions covering the full employee cycle
Challenge leaders as appropriate to provide sound thought partnership and ensure decisions are right for the business (e.g., leveling, promotions, transfers, compensation)
Coach business leaders on various topics including performance management, people management, career development, etc.
Advise business leaders on organization structure designs and guide them through the appropriate change management and communications flow
Assess the needs for growth, headcount, level, skills, spans, layers, timing
Workforce plan with business leaders to ensure that employees are in the right roles
Plan the evolution of HiPo and high performers
Guide people managers on performance issues and the appropriate next steps considering business risk
Guide the change process for employee transfers along with the appropriate communications
Identify and prepare future leaders for managerial and critical roles
Create the guidance and resources to manage the succession program
L&D - Identify and co-create learning and development programs with the business leader and L&D team to address business challenges
Employee relations (ER) - Handle as appropriate depending on business risk severity
Administration - Updating org charts, processing necessary transactions, etc.
Projects - Manage small to medium scale projects
Recruiting - Liaise with the recruiting team as appropriate in particular with new headcounts Performance mgmt - Participate in the cycle as appropriate and address employee questions accordingly
Merit cycle - Participate in the cycle as appropriate and address employee questions accordingly

Benefits

Health, Dental & Vision insurance / EAP (Employee Assistance Program) per company policy
401 (k) Retirement Plan with up to 5% match per company policy
Life Insurance and AD&D (Accidental death & Dismemberment) per company policy
BTA Insurance (Business Travel Accident Coverage)
Company provided lunch
Paid-time off (PTO) and Paid Holidays per company policy
Celebration & Condolence Benefits per company policy
Employee Discount Program (5%)
Holiday Gift certificates per company policy
FSA (Flexible Spending Account) per company policy
DCFSA (Dependent Child Care Spending Account) per company policy