20173 - HR Generalist

Hyundai Autoever America•Savannah, GA

4d•$69,380 - $99,200•Onsite

About The Position

The HR Generalist provides guidance and support across employee relations, policy and procedure interpretation, HR compliance, training, organizational development, and other human resources activities. The role partners with employees, managers, executives, Human Resources, Legal, and external vendors to resolve workplace concerns, reduce organizational risk, support workforce effectiveness, and maintain compliance with applicable California and federal employment laws. The position is based in Savannah, Georgia, and is performed on-site five days a week. The HR Generalist conducts employee relations investigations, advises on corrective and preventive actions, supports compliance practices, interprets and drafts policies, and helps identify training resources and organizational development initiatives.

Requirements

Bachelor's degree in Human Resources, Business, or a related field, or an equivalent combination of education and relevant work experience.
Minimum of 5 years of experience in employee relations and HR compliance.
Strong working knowledge of California and federal employment and labor laws and their practical application.
Demonstrated experience conducting workplace investigations and advising on corrective actions, policy interpretation, and compliance matters.
Ability to organize work effectively, manage multiple ongoing issues, and handle complex employee relations matters with minimal supervision.
Proficiency in Microsoft Word and Excel.
Strong judgment, discretion, written and verbal communication skills, and the ability to maintain confidentiality.

Nice To Haves

Experience partnering with in-house counsel on complex employee relations and compliance matters.
Experience drafting HR policies and procedures.
Experience developing employee relations metrics, trend analyses, and leading indicators.
Experience assessing training needs, sourcing learning resources, and coordinating with third-party training vendors.
Professional HR certifications such as PHR, SPHR, SHRM-CP, or SHRM-SCP.

Responsibilities

Lead fact-finding investigations involving employee concerns, grievances, workplace complaints, performance issues, and other employee relations matters.
Consult with employees and managers to collect, evaluate, and communicate relevant information and recommend appropriate corrective or preventive actions.
Provide guidance on performance management, employee concerns, staffing levels, and team development.
Conduct employee relations risk assessments and develop practical action plans to address identified concerns.
Partner with in-house Employee Relations Counsel and other Legal stakeholders on sensitive or complex matters.
Make well-supported recommendations to management to resolve employee concerns in a timely, fair, and consistent manner.
Develop leading indicators for employee concerns and monitor metrics and trends to improve processes, strengthen management practices, and identify potential issues early.
Maintain confidentiality and demonstrate a professional, objective, and positive demeanor in all interactions.
Serve as a liaison between Legal and Human Resources regarding personnel practices, employment policies, employment laws, and employee transfer procedures.
Monitor relevant legislation, reinforce requirements with managers, recommend procedures, and conduct training to help prevent legal and compliance challenges.
Interpret and draft HR policies and procedures in alignment with California and federal employment requirements, in partnership with Legal as appropriate.
Verify Form I-9 documentation and support compliant employment eligibility verification practices.
Investigate compliance-related concerns, including matters involving the EEOC, harassment, the ADA, discrimination, and employee disputes, to support effective and legally compliant resolutions within company guidelines.
Support compliance with applicable state and federal discrimination, labor, and employment regulations.
Partner with executives and business leaders to assess division and department training needs.
Research and recommend training resources that help employees build current technical and professional capabilities.
Coordinate with third-party vendors to identify and pursue applicable state grants that may fund training programs and resources.
Support broader organizational development and HR initiatives based on business needs.