HR Manager - Employee Relations & Compliance (Korean Bilingual)

FNS, INC•La Palma, CA

1d•$90,000 - $110,000•Onsite

About The Position

FNS, Inc. is seeking an experienced HR Manager – Employee Relations & Compliance to lead employee relations, HR compliance, policy governance, and workforce risk management across our U.S. operations. This role will serve as a key HR resource for complex and higher-risk employee relations matters involving corporate employees, warehouse and distribution operations, transportation operations, manufacturing-support environments, and temporary/contingent workforces. The ideal candidate is a hands-on HR professional with strong experience conducting workplace investigations, advising managers on employee relations and corrective actions, developing HR policies and procedures, and applying federal and state employment laws in operational environments. This position will also serve as an escalation and subject matter resource for Regional HR and business leaders, helping ensure consistent employee relations practices across locations. Routine day-to-day local HR matters will generally remain with Regional HR, while this role will focus on complex investigations, higher-risk employment matters, policy and compliance, and matters requiring Legal review. The HR Manager will work closely with HR leadership, Regional HR, Operations, Safety/EHS, staffing agencies, and internal or external Legal Counsel.

Requirements

7+ years of progressive Human Resources experience, including significant experience in Employee Relations, HR Compliance, or HR Business Partner roles.
Demonstrated experience independently conducting workplace investigations and managing complex employee relations matters.
Strong working knowledge of U.S. federal and state employment laws and HR compliance practices.
Experience advising managers regarding disciplinary action, performance management, employee complaints, investigations, and termination decisions.
Experience drafting, reviewing, or implementing HR policies, procedures, and Employee Handbook provisions.
Experience supporting hourly or frontline employee populations.
Ability to identify employment-related risks and determine when matters should be escalated to HR leadership or Legal Counsel.
Strong investigation, documentation, analytical, judgment, and problem-solving skills.
Strong written and verbal communication skills in both Korean and English required.
Ability to communicate effectively with frontline employees, managers, senior leadership, attorneys, and external business partners.
Ability to handle highly confidential and sensitive employee information with discretion and sound judgment.
Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent professional experience.

Nice To Haves

Experience working in warehouse, distribution, logistics, transportation, manufacturing, or another operational environment.
Experience supporting temporary employees, staffing agencies, or contingent workforces.
Experience supporting employees across multiple U.S. states.
Strong knowledge of California employment law.
Experience with Workers’ Compensation, Leave of Absence, ADA interactive process, and Return-to-Work matters.
Experience partnering with Safety/EHS or Operations regarding workplace incidents and OSHA-related matters.
Experience developing investigation protocols, compliance programs, manager guidelines, or employee/manager training.
Experience working directly with in-house or outside Employment Counsel.
PHR, SPHR, SHRM-CP, SHRM-SCP, or similar HR certification preferred.

Responsibilities

Serve as a primary HR escalation point for complex or higher-risk employee relations matters, including employee complaints, workplace conflicts, misconduct, policy violations, harassment, discrimination, retaliation, attendance, performance, and behavioral concerns.
Conduct timely, objective, and well-documented workplace investigations, including interviews with complainants, respondents, witnesses, employees, and managers.
Analyze investigation findings and recommend appropriate corrective, disciplinary, or remedial actions in partnership with HR leadership and Legal Counsel, when appropriate.
Review and provide guidance regarding written warnings, final warnings, PIPs, suspensions, and terminations to promote consistency, appropriate documentation, and risk mitigation.
Provide guidance and support to Regional HR and managers on employee relations matters and determine when issues require further escalation.
Maintain confidential ER case records and identify recurring trends, management issues, or systemic risks requiring broader action.
Support sensitive or urgent workplace matters requiring immediate HR intervention.
Monitor HR practices for compliance with applicable federal, state, and local employment laws and regulations.
Provide practical guidance regarding wage and hour, attendance, leave, accommodation, workplace conduct, disciplinary practices, performance management, and termination.
Conduct periodic HR compliance reviews and identify employment-related risks before they escalate into claims or legal disputes.
Partner with HR leadership and Legal Counsel on higher-risk employee matters, government inquiries, agency complaints, claims, demand letters, and other employment-related disputes.
Monitor changes in employment laws and regulations and recommend necessary changes to policies, procedures, training, or business practices.
Support consistent HR practices across multiple U.S. locations while ensuring appropriate consideration of state-specific requirements.
Serve as a key owner of HR policies, procedures, guidelines, and Employee Handbook updates.
Review and update the Employee Handbook based on legal requirements, operational needs, and company practices.
Develop and maintain practical HR procedures covering areas such as: Workplace investigations, Employee complaints and escalation, Corrective and disciplinary actions, Attendance and workplace conduct, Performance management, Leave and accommodation, Termination practices, Temporary workforce management.
Partner with Legal Counsel on policies or procedures involving significant employment-law or regulatory considerations.
Develop standardized HR documentation, investigation templates, manager guidelines, checklists, and ER case-management practices.
Ensure policies and corrective practices are applied consistently across departments and locations.
Provide HR compliance guidance regarding temporary employees and staffing agencies supporting warehouse, logistics, transportation, and other operations.
Partner with Regional HR, Operations, and staffing agencies on significant employee relations matters involving temporary workers.
Support matters involving workplace complaints, investigations, conduct, performance, injuries, and removal from assignment.
Review workforce practices to help reduce co-employment and other contingent workforce risks.
Establish consistent standards for temp onboarding, required training, agency communication, corrective action, and escalation.
Support periodic review of staffing agency HR and compliance practices.
Partner with Safety/EHS, Regional HR, Operations, and management on the employee-relations aspects of workplace safety matters.
Support workplace injury and incident investigations from an HR and employee-relations perspective.
Coordinate HR response involving Workers’ Compensation, leave, return-to-work, workplace conduct, and corrective action when applicable.
Identify employee-relations or management-practice issues that may contribute to workplace safety concerns.
Support responses to employee safety complaints or regulatory matters in coordination with Safety/EHS, Legal, and management.
Assist with manager and employee communication or training related to workplace safety responsibilities.
Develop and deliver practical HR, employee relations, and compliance training for managers and employees.
Provide training and coaching in areas including: Employee Relations fundamentals, Documentation and corrective action, Performance management, Harassment, discrimination, and retaliation prevention, Employee complaint handling and escalation, Attendance and workplace conduct, Wage & hour awareness, Leave and accommodation fundamentals, Temporary workforce management, Workplace safety responsibilities.
Coach managers on how to address employee concerns appropriately and when to involve HR.
Provide bilingual training and communication support for Korean-speaking leadership when needed.