Sr. Employee Relations Manager

Hyundai Capital•Irvine, CA

1d•Hybrid

About The Position

The Sr. Employee Relations Manager is a senior individual contributor responsible for independently managing complex employee relations matters and providing expert consultation to managers, HR Business Partners, and business leaders. This role conducts investigations, advises on performance management, corrective action, workplace concerns, leaves, accommodations, and separations, and applies sound judgment to ensure fair, consistent, and compliant employment practices. The position also identifies risk, partners with Legal and HR stakeholders as appropriate, and contributes to process improvements, reporting, and manager education that strengthen employee relations practices across the organization.

Requirements

Minimum 8 years of progressive employee relations, human resources, or equivalent experience, including significant experience independently managing complex employee relations matters, workplace investigations, performance management issues, corrective actions, separations, and sensitive employee concerns.
Experience advising managers, HR Business Partners, Legal, and business leaders on employee relations matters, risk mitigation, policy interpretation, and employment practices in a corporate or multi-state environment preferred.
Experience identifying employee relations trends, preparing recommendations, and supporting process improvements, policy updates, manager education, or employee relations reporting preferred.
Bachelor’s degree in Human Resources, Business Administration, Employee Relations, Industrial/Organizational Psychology, or related field required.
Advanced knowledge of employee relations principles, workplace investigation practices, HR policies, and applicable federal, state, and local employment requirements.
Strong ability to independently assess complex employee relations matters, identify risk, evaluate options, and recommend practical, balanced solutions.
Demonstrated ability to conduct objective workplace investigations, prepare clear documentation, and advise on appropriate employment actions.
Strong consultative, communication, and influencing skills with the ability to coach managers and advise HR Business Partners, Legal, and business leaders on sensitive employee matters.
Strong judgment, discretion, analytical thinking, and organizational skills, with the ability to manage competing priorities, identify trends, and support reporting, training, and process improvement initiatives.
Intermediate working knowledge of Microsoft Word, Excel and PowerPoint.

Nice To Haves

HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Responsibilities

Manage complex employee relations matters, including workplace concerns, employee complaints, performance issues, corrective actions, separations, and other sensitive employment matters.
Conduct thorough and objective fact-finding and investigations by gathering relevant information, interviewing involved parties, assessing documentation, identifying policy considerations, and preparing clear case summaries and recommendations.
Evaluate employee relations matters for risk, consistency, precedent, and business impact; determine appropriate next steps and escalate only highly sensitive, legally complex, or enterprise-risk matters as appropriate.
Provide advanced guidance to managers and HR stakeholders on employee relations issues, performance management, corrective action, workplace conduct, and employment practices.
Ensure casework is handled in a timely, confidential, consistent, and well documented manner in accordance with company standards and applicable employment requirements.
Interpret and apply company policies, employment practices, and applicable federal, state, and local employment requirements to support consistent and compliant employee relations outcomes.
Partner with HR Business Partners, Legal, Compliance, and business leaders to assess complex or sensitive employment matters and develop practical, risk-balanced solutions.
Prepare and review investigation summaries, corrective action documentation, separation materials, accommodation-related documentation, and other employee relations records to ensure accuracy, consistency, and completeness.
Identify potential compliance concerns, policy gaps, or inconsistent practices and recommend corrective actions or process enhancements.
Support audits, policy updates, and documentation standards that improve employee relations governance and operational effectiveness.
Serve as a subject matter expert and consultative partner to HR Business Partners, managers, Legal, Talent teams, and business leaders on employee relations matters.
Develop or support manager education, employee relations communications, tools, templates, and guidance materials that promote consistent and effective people management practices.
Analyze case data, employee relations trends, and recurring issues to identify root causes, emerging risks, and opportunities to improve manager capability or workplace practices.
Prepare reports, insights, and recommendations for HR leadership to support informed decision-making and continuous improvement.
Support assigned employee relations projects, policy updates, process improvements, audits, reporting activities, and department initiatives that strengthen compliance, consistency, and operational effectiveness.
Provide employee relations consultation on statutory leaves of absence, reasonable accommodations, workers’ compensation coordination, return to-work matters, and related employee support issues.
Support the interactive process by assessing relevant information, coordinating with internal stakeholders, documenting communications, and recommending appropriate next steps.
Advise managers and HR stakeholders on sensitive employee matters involving leaves, accommodations, performance, conduct, and workplace concerns while balancing employee support, business needs, and compliance requirements.
Support employee separations, exit processes, and related documentation, including identification of themes or trends that may require follow-up action.