HR Generalist II

Kia Corporation•Tustin, CA

5d•$63,670 - $82,796•Hybrid

About The Position

The Human Resources Generalist II provides support to the HR Business Partners (HRBPs) and business leaders, supporting various HR programs and initiatives across the organization. This role will support HRBPs in driving workforce effectiveness, talent development, and organizational success by providing tactical support. Responsibilities will include reporting requirements (ad hoc, weekly, monthly, and year-end), supporting full-cycle recruitment, collaborating with hiring managers and the HR Operations team to grade job descriptions, processing onboarding and offboarding, and addressing general HR inquiries. Responsibilities involve supporting organizational changes, leading process improvements, supporting the summer intern program, and providing support for performance and retention processes. The HR Generalist II will also support the HR Business Partners by ensuring smooth execution of HR initiatives within business units, acting as a contact for team members and leaders with respect to their HR needs. The role demands discretion and the ability to handle confidential information.

Requirements

Bachelor’s degree or equivalent work experience required.
5+ years of administrative experience required.
3+ years of HR support experience required.
Proven experience in full-cycle recruiting, including leadership roles.
Experience using an Applicant Tracking System (ATS) and HRIS.
Normal office duties.
Ability to plan, prioritize, organize, and execute tasks with diversified workload and ability to do so with attention to detail.
Must be able to maintain focus and attention to detail in a fast-paced environment.
Ability to analyze information and make sound decisions under time constraints.
Problem-solving skills and the ability to work independently
Must be able to respond to challenges with poise and agility.
Ability to handle competing priorities effectively and with composure.
Strong time management skills and the ability to manage multiple priorities and projects.
Excellent customer service focus and interpersonal skills.
High degree of integrity and professionalism in dealing with confidential information.
In-depth knowledge of HR best practices, employment laws, and regulations.
Excellent verbal and written communication skills.
Strong analytical and critical thinking abilities, with the ability to interpret complex data and draw actionable insights.
Strong interviewing and assessment skills, with the ability to influence candidates and close talent in competitive environments.
Proficient in Microsoft Office (Word, Excel, PowerPoint) and HRIS platforms.
Ability to shift focus quickly and manage tasks in a fast-paced environment.
Strong credibility and presence, able to influence leaders and managers across varying personalities and backgrounds.

Nice To Haves

PHR or SHRM-CP strongly preferred.
Experience in an automotive OEM environment is a plus.
SuccessFactors experience preferred.
Corporate experience at a multi-state or international company preferred.

Responsibilities

Lead New Hire Orientation sessions as needed, advising on logistics and content.
Process team member and contractor onboarding and offboarding, ensuring a smooth experience for new hires.
Support HRBPs in creating and implementing reorganization plans, including preparing presentations and coordinating changes with leadership.
Respond to HR-related inquiries via the HR inbox, ensuring timely and accurate responses.
Collaborate with business units to ensure alignment between job descriptions and talent acquisition strategies.
Provide administrative support to Talent Management processes, including performance management, merit/promotion cycles, and other employee lifecycle activities.
Partner with HRBPs to identify and support employee development and retention strategies.
Support HRBPs by providing tactical support to assigned business units, ensuring alignment between HR strategies and business goals.
Support the onboarding and offboarding process to ensure a seamless employee experience while maintaining compliance with company policies.
Conduct and document stay interviews, providing valuable insights to HRBPs for improving employee retention.
Review and ensure job descriptions are aligned with business needs; collaborate with HR Operations to grade positions and create requisitions in the HRIS system.
Assist with the development and execution of HR programs such as performance management, employee engagement, and leadership development.
Serve as a primary point of contact for business unit leaders on general HR inquiries, and provide day-to-day support for employee relations issues, escalating to HRBPs as necessary.
Support HRBPs and Employee Relations Specialist to manage employee relations issues, including performance issues, conflict resolution, and investigations.
Maintain day to day recruiting, which includes sourcing/screening candidates, scheduling interviews, and making recommendations for job offers, initiating relocation plans.
Partner with recruiters to develop and implement strategies to fill roles in a timely and efficient manner.
Assist in the recruiting process for temporary employees and contractors, ensuring a smooth onboarding experience.
Attend career fairs and represent the company at external recruiting events, as necessary.
Collect and analyze HR data to generate reports on key HR metrics, such as turnover rates, recruitment statistics, and employee engagement.
Prepare and submit weekly, monthly, and ad-hoc reports to HR leadership, including headcount reports and KPIs.
Leverage data insights to make informed recommendations for improving HR processes and strategies.
Process invoices related to talent team functions (e.g., relocation, temp services), ensuring timely processing and submission of monthly accruals.
Maintain relationships with key vendors, ensuring the resolution of any inquiries or issues related to services provided.
Assist with the renewal of contracts for talent vendors and ensure they meet business requirements.
Manage monthly accruals, track the talent team’s budget, providing support in forecasting and reconciling budget needs.