Sr. HR Strategy & Transformation Manager

Hyundai Capital America•Irvine, CA

1d•Hybrid

About The Position

The Sr. HR Strategy and Transformation Manager leads enterprise-wide HR transformation and workforce strategy initiatives that shape organizational effectiveness, operating models, and business readiness. This role independently drives complex, cross-functional programs across the HR ecosystem, translating enterprise priorities into actionable strategies, governance, and measurable outcomes. Serving as a senior advisor to the Head of HR, HRBPs, and business leaders, this role influences decisions related to change management, organizational design, workforce planning, communications, and talent strategy while bringing structure, insight, and execution discipline to high-impact initiatives.

Requirements

Minimum 8 years of progressive experience in Human Resources, workforce strategy, organizational effectiveness, transformation, or related functions, including meaningful experience partnering with senior business leaders and HR stakeholders.
Demonstrated experience leading complex cross-functional initiatives or enterprise workstreams, with accountability for planning, execution, stakeholder alignment and delivery of measurable outcomes.
Experience partnering with senior business leaders, HRBPs, and Centers of Excellence to advance workforce planning, organizational effectiveness, and change-related priorities.
Experience operating effectively in fast-paced, matrixed, and/or global organizations, collaborating across functions, teams, and leadership levels.
Experience contributing to or leading initiatives involving organizational design, talent strategy, performance management, and broader business or HR transformation efforts.
Bachelor’s degree in Human Resources, Business, Organizational Development or a related field.
Advanced knowledge of core HR disciplines, including workforce planning, organizational design, talent strategy, performance management, and change management.
Strong strategic thinking and problem-solving skills, with the ability to assess complex situations and develop practical, business-aligned solutions.
Strong relationship management and collaboration skills, with the ability to influence and align stakeholders across a matrixed organization.
Strong program and project leadership skills, including the ability to translate priorities into structured plans and drive execution across multiple workstreams.
Ability to leverage data, analytics, and AI tools to generate insights, support decision-making, and improve processes.
Excellent written and verbal communication skills, including the ability to synthesize complex information and develop executive-ready materials.
Strong judgment, adaptability, and organizational effectiveness capability, with the ability to lead through ambiguity and drive results.

Nice To Haves

Master’s degree or other advanced degree in Human Resources, Business, Organizational Development, or related field preferred.
Relevant professional certifications such as Prosci, ADKAR, PMP, SHRM, or HRCI a plus.

Responsibilities

Own end-to-end delivery of large-scale HR initiatives, from problem definition through execution and sustainability.
Translate broad enterprise or HR strategy into structured workplans, milestones, and deliverables.
Serve as the central integrator across HRBPs, COEs, and business stakeholders, including coordination of key ARHQ priorities to ensure alignment and execution discipline.
Serve as a senior advisor to HRBPs and leaders on navigating complex change.
Design structured approaches to change, communication, and stakeholder engagement.
Develop end-to-end change strategies (impact, adoption, and execution plans).
Craft clear, compelling narratives and guide leaders in delivering aligned, consistent messaging.
Equip HRBPs with consistent frameworks and tools to effectively lead change within their organizations.
Translate business priorities into forward-looking workforce strategies and org design solutions.
Drive a disciplined approach to workforce strategy and governance, including frameworks for headcount, capabilities, and location planning.
Apply org design principles while partnering with HRBPs and leaders to shape team structures, growth models, and efficiency opportunities that drive clarity, scalability, and operating effectiveness.
Coordinate HR’s annual strategic priorities and planning cycle, including aligning an evolving AI roadmap for HR to drive capability and impact.
Synthesize complex inputs across multiple stakeholders into clear, actionable insights for leadership.
Influence senior leaders on workforce, organization, and change-related decisions by providing structured recommendations and decision support.
Guide leaders through trade-offs, risks, and implementation considerations for high-impact HR initiatives.
Shape executive-facing narratives that strengthen the clarity, quality, and impact of HR communications and recommendations.
Develop executive-ready materials for HRLT, ELT, and global updates.
Leverage data, analytics, and AI tools to identify trends, generate insights, and strengthen decision-making.
Ensure alignment with global HR and Infrastructure governance, keeping HQ policies current and consistently applied.
Strengthen role clarity, decision rights, and accountability across HR to improve operating effectiveness.
Oversee HR audit readiness, ensuring timely execution, strong documentation, and follow-through on remediation actions.
Establish and maintain a centralized repository of key HR processes and standards to drive consistency, transparency, and scalability.