Sr. HRBP, Recruiting

Hyundai Mobis•Fountain Valley, CA

2d•Onsite

About The Position

We are searching for an experienced Sr. HRBP, Recruiting at our Headquarters facility. Hyundai MOBIS Parts America We think creatively and keep challenging ourselves to help create a new future and eventually make humankind’s dreams a reality. Ready for the challenge? Who We Are Tomorrow's most advanced automotive technology is being envisioned today at MOBIS Parts America (MPA). A subsidiary of Hyundai MOBIS, we are a top leading automotive parts supplier. MPA provides after-sales service parts support for Hyundai Motors, Kia Motors, and Genesis. In addition to the distribution of genuine service parts, the MPA Accessories division develops accessories for Hyundai, Kia, and Genesis - which are installed on new vehicles in the United States and Canada.

Requirements

4 to 7 years of Recruitment/Placement Specialist experience required.
Bachelor's Degree in any field required.
Intermediate computer skills
Reasoning ability
Good math skills
Analytical Thinking: Gathers, evaluates, and interprets information to understand issues, identify root causes, and make sound decisions. Uses logical reasoning, critical thinking, and objective analysis to solve problems, assess risks and opportunities, and develop effective solutions that support business objectives.
Collaboration: Builds and maintains effective working relationships that foster teamwork, trust, and shared success. Works cooperatively across teams, functions, and organizational levels to achieve common goals, share knowledge, solve problems, and drive positive outcomes.
Communication Skills: Clearly and effectively communicates information, ideas, and expectations through verbal, written, and interpersonal communication. Demonstrates active listening, adapts messaging to the audience, and ensures information is conveyed professionally and accurately.
Functional Knowledge: Demonstrates understanding and application of specialized knowledge, processes, tools, and best practices required to perform effectively within the functional area. Applies expertise to solve problems, improve performance, ensure compliance, and support organizational objectives.
Job Impact: Understands how individual actions, decisions, and performance contribute to organizational objectives, operational effectiveness, and business success. Focuses on delivering meaningful outcomes and creating value for stakeholders.

Nice To Haves

PHR or SHRM Certification preferred.

Responsibilities

Manage the process for internal and external recruiting.
Ensure all approvals are in place and properly documented, including updated job descriptions, FLSA testing, headcount, and salary recommendations.
Drive the process from start to finish and continually follow up with hiring managers to move the process along.
Expand recruitment sources based on position needs.
Post positions within 36 hours of receiving final approvals.
Advise managers on internal and external postings and plan for consecutive and/or concurrent postings.
Adhere to recruiting budgets and ensure allocations are correct.
Purchase job bundles and/or print advertisements based on projected headcount increases and obtain proper approvals.
Facilitate relocation processes, obtain approvals, and ensure budget compliance.
Fill open positions within 30 business days or less (from posting to job offer).
Complete organizational announcements within one week of a new hire, promotion, or employee start date.
Maintain the weekly Recruiting Tracking Report.
Populate and maintain the ADP Recruiting Module.
Ensure proper filing and record maintenance within 48 hours of a position being filled.
Notify management of any significant delays or issues.
Handle Department of Labor (DOL) inquiries and supervised recruitment activities.
Develop New Hire Orientation programs.
Conduct pre-screen interviews and review resumes prior to submitting candidates to hiring managers.
Perform biannual audits of I-9 records and work authorization documents.
Maintain visa documentation and tracking.
Coordinate employment visa processes with attorneys, departments, and affected employees.
Maintain individual files related to I-9s, visas/immigration, and employment matters.
Administer Visa/Immigration policies.
Process employee terminations.
Prepare and distribute the monthly organizational chart.
Maintain the weekly hires and terminations report.
Respond to and represent the company in unemployment insurance (UI) and state disability insurance (SDI) claims and appeals.
Field questions from employees and managers regarding policy interpretation.
Respond to policy and procedure inquiries within one hour when possible.
Update the Employee Handbook and Company Policies within 72 hours of final approval.
Communicate policy and procedure changes to the organization within 48 hours of final approval.