20021– Manager, HRBP

Hyundai Autoever America•West Point, GA

4d•$85,260 - $131,300•Onsite

About The Position

We are seeking an experienced HR Business Partner Manager to partner with business leaders in shaping practical people strategies, strengthening leadership effectiveness, and supporting organizational growth. This role balances strategic consultation with hands-on execution and serves as a trusted advisor to leaders on workforce planning, organizational effectiveness, talent management, change management, compensation-related guidance, and complex employee relations matters. Operating with significant autonomy and broad business exposure, the HR Business Partner Manager will influence key people decisions, lead HR initiatives, and collaborate across HR functions to drive business performance and organizational health.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field required.
10-12 years of progressive Human Resources experience, including significant HR Business Partner or strategic People Partner experience.
Demonstrated success supporting business leaders in workforce planning, organizational effectiveness, talent management, change management, and employee relations.
Strong knowledge of employment law, HR compliance, performance management, employee relations, and organizational development practices.
Excellent communication, interpersonal, consulting, and relationship management skills.
Strong analytical and problem-solving capabilities with the ability to leverage data to support decision-making.
Proven ability to influence leaders, navigate ambiguity, and exercise sound judgment in complex situations.

Nice To Haves

Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
SHRM-SCP, SPHR, or other advanced HR certification.
Experience supporting fast-paced, growth-oriented organizations.
Demonstrated success leading organizational change initiatives and cross-functional HR projects.
Strong business acumen with the ability to translate business priorities into practical HR strategies and solutions.

Responsibilities

Partner with business leaders to align workforce and people strategies with business priorities, operational objectives, and organizational needs.
Provide consultative guidance on organizational structure, team effectiveness, role clarity, and workforce planning decisions.
Serve as a trusted advisor to leadership on organizational and talent-related matters.
Coach managers and leaders on employee performance, team effectiveness, accountability, and sensitive people decisions.
Advise on complex employee relations issues, investigations, policy interpretation, corrective actions, and risk mitigation strategies.
Ensure consistency and fairness in the application of policies and employment practices.
Lead and support talent reviews, succession planning, performance management, leadership development, and retention planning initiatives.
Assess organizational capability and identify talent gaps, development opportunities, and workforce risks.
Partner with leaders to strengthen team effectiveness and build leadership capability.
Support organizational changes related to restructuring, leadership transitions, business growth, and evolving team needs.
Lead or contribute to HR projects and initiatives that enhance business partnership, operational effectiveness, and employee experience.
Facilitate effective communication and change adoption strategies.
Provide guidance on job leveling, organizational structure, compensation recommendations, promotions, and workforce changes within established frameworks.
Support leaders in balancing business needs, internal equity, policy compliance, and organizational impact when making people decisions.
Collaborate with Compensation, Talent Acquisition, Benefits, Payroll, HRIS, and other HR teams to deliver integrated HR solutions.
Analyze workforce data, people trends, and business metrics to identify issues and develop informed recommendations.
Prepare and present insights related to turnover, organizational health, talent management, and workforce planning.
Utilize data-driven approaches to support strategic decision-making.