HR Generalist II at Kia America

Job description

At Kia, we’re creating award-winning products and redefining what value means in the automotive industry. It takes a special group of individuals to do what we do, and we do it together. Our culture is fast-paced, collaborative, and innovative. Our people thrive on thinking differently and challenging the status quo. We are creating something special here, a culture of learning and opportunity, where you can help Kia achieve big things and most importantly, feel passionate and connected to your work every day. Kia provides team members with competitive benefits including premium paid medical, dental and vision coverage for you and your dependents, 401(k) plan matching of 100% up to 6% of the salary deferral, and paid time off. Kia also offers company lease and purchase programs, company-wide holiday shutdown, paid volunteer hours, and premium lifestyle amenities at our corporate campus in Irvine, California. Status Exempt General Summary The Human Resources Generalist II provides support to the HR Business Partners (HRBPs) and business leaders, supporting various HR programs and initiatives across the organization. This role will support HRBPs in driving workforce effectiveness, talent development, and organizational success by providing tactical support. Responsibilities will include reporting requirements (ad hoc, weekly, monthly, and year-end), supporting full-cycle recruitment, collaborating with hiring managers and the HR Operations team to grade job descriptions, processing onboarding and offboarding, and addressing general HR inquiries. Responsibilities involve supporting organizational changes, leading process improvements, supporting the summer intern program, and providing support for performance and retention processes. The HR Generalist II will also support the HR Business Partners by ensuring smooth execution of HR initiatives within business units, acting as a contact for team members and leaders with respect to their HR needs. The role demands discretion and the ability to handle confidential information Essential Duties and Responsibilities Priority One – 40% Talent Management and Business Unit Support • Lead New Hire Orientation sessions as needed, advising on logistics and content. • Process team member and contractor onboarding and offboarding, ensuring a smooth experience for new hires. • Support HRBPs in creating and implementing reorganization plans, including preparing presentations and coordinating changes with leadership. • Respond to HR-related inquiries via the HR inbox, ensuring timely and accurate responses. • Collaborate with business units to ensure alignment between job descriptions and talent acquisition strategies. • Provide administrative support to Talent Management processes, including performance management, merit/promotion cycles, and other employee lifecycle activities. • Partner with HRBPs to identify and support employee development and retention strategies. • Support HRBPs by providing tactical support to assigned business units, ensuring alignment between HR strategies and business goals. • Support the onboarding and offboarding process to ensure a seamless employee experience while maintaining compliance with company policies. • Conduct and document stay interviews, providing valuable insights to HRBPs for improving employee retention. • Review and ensure job descriptions are aligned with business needs; collaborate with HR Operations to grade positions and create requisitions in the HRIS system. • Assist with the development and execution of HR programs such as performance management, employee engagement, and leadership development. • Serve as a primary point of contact for business unit leaders on general HR inquiries, and provide day-to-day support for employee relations issues, escalating to HRBPs as necessary. • Support HRBPs and Employee Relations Specialist to manage employee relations issues, including performance issues, conflict resolution, and investigations. Priority Two – 40% Talent Acquisition • Maintain day to day recruiting, which includes sourcing/screening candidates, scheduling interviews, and making recommendations for job offers, initiating relocation plans. • Partner with recruiters to develop and implement strategies to fill roles in a timely and efficient manner. • Assist in the recruiting process for temporary employees and contractors, ensuring a smooth onboarding experience. • Attend career fairs and represent the company at external recruiting events, as necessary. Priority Three – 10% HR Reports and Analytics • Collect and analyze HR data to generate reports on key HR metrics, such as turnover rates, recruitment statistics, and employee engagement. • Prepare and submit weekly, monthly, and ad-hoc reports to HR leadership, including headcount reports and KPIs. • Leverage data insights to make informed recommendations for improving HR processes and strategies. Priority Four – 10% Budget and Vendor Support • Process invoices related to talent team functions (e.g., relocation, temp services), ensuring timely processing and submission of monthly accruals. • Maintain relationships with key vendors, ensuring the resolution of any inquiries or issues related to services provided. • Assist with the renewal of contracts for talent vendors and ensure they meet business requirements. • Manage monthly accruals, track the talent team’s budget, providing support in forecasting and reconciling budget needs. This list of essential responsibilities and duties is not exhaustive and may be supplemented and changed as necessary by management. Qualifications/Education Education: • Bachelor’s degree or equivalent work experience required. • PHR or SHRM-CP strongly preferred. Job Requirement Direct and Overall Related Experience: • 5+ years of administrative experience required. • 3+ years of HR support experience required. • Proven experience in full-cycle recruiting, including leadership roles. • Experience in an automotive OEM environment is a plus. • Experience using an Applicant Tracking System (ATS) and HRIS; SuccessFactors experience preferred. • Corporate experience at a multi-state or international company preferred. Other Requirements: • Physical Requirements: normal office duties. • May have up to 10% of domestic and/or international travel. • May need to work additional hours outside of normal business hours as required by the job, including weekends or holidays. • Ability to plan, prioritize, organize, and execute tasks with diversified workload and ability to do so with attention to detail. Direction and prioritization provided by HR Business Partners and/or other HR Leadership. • Must be able to maintain focus and attention to detail in a fast-paced environment. • Ability to analyze information and make sound decisions under time constraints. • Problem-solving skills and the ability to work independently • Must be able to respond to challenges with poise and agility. • Ability to handle competing priorities effectively and with composure. • Other duties as assigned. Specialized Skills and Knowledge Required • Strong time management skills and the ability to manage multiple priorities and projects. • Excellent customer service focus and interpersonal skills. • High degree of integrity and professionalism in dealing with confidential information. • In-depth knowledge of HR best practices, employment laws, and regulations. • Excellent verbal and written communication skills. • Strong analytical and critical thinking abilities, with the ability to interpret complex data and draw actionable insights. • Strong interviewing and assessment skills, with the ability to influence candidates and close talent in competitive environments. • Proficient in Microsoft Office (Word, Excel, PowerPoint) and HRIS platforms. • Ability to shift focus quickly and manage tasks in a fast-paced environment. • Strong credibility and presence, able to influence leaders and managers across varying personalities and backgrounds. Competencies • Care for People • Chase Excellence Every Day • Dare to Push Boundaries • Empower People to Act • Move Further Together Pay Range $63,669.83 - $82,795.83 Pay will be based on several variables that are unique to each candidate, including but not limited to, job-related skills, experience, relevant education or training, etc. Equal Employment Opportunities KUS provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, ancestry, national origin, sex, including pregnancy and childbirth and related medical conditions, gender, gender identity, gender expression, age, legally protected physical disability or mental disability, legally protected medical condition, marital status, sexual orientation, family care or medical leave status, protected veteran or military status, genetic information or any other characteristic protected by applicable law. KUS complies with applicable law governing non-discrimination in employment in every location in which KUS has offices. The KUS EEO policy applies to all areas of employment, including recruitment, hiring, training, promotion, compensation, benefits, discipline, termination and all other privileges, terms and conditions of employment. Disclaimer : The above information on this job description has been designed to indicate the general nature and level of work performed by employees within this classification and for this position. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. Employment Type Full Time

Requirements

Must-haves

General Summary
Essential Duties and Responsibilities
Priority One – 40%
Talent Management and Business Unit Support
Lead New Hire Orientation sessions as needed, advising on logistics and content.
Process team member and contractor onboarding and offboarding, ensuring a smooth experience for new hires.
Support HRBPs in creating and implementing reorganization plans, including preparing presentations and coordinating changes with leadership.
Respond to HR-related inquiries via the HR inbox, ensuring timely and accurate responses.
Collaborate with business units to ensure alignment between job descriptions and talent acquisition strategies.
Provide administrative support to Talent Management processes, including performance management, merit/promotion cycles, and other employee lifecycle activities.
Partner with HRBPs to identify and support employee development and retention strategies.
Support HRBPs by providing tactical support to assigned business units, ensuring alignment between HR strategies and business goals.
Support the onboarding and offboarding process to ensure a seamless employee experience while maintaining compliance with company policies.
Conduct and document stay interviews, providing valuable insights to HRBPs for improving employee retention.
Review and ensure job descriptions are aligned with business needs; collaborate with HR Operations to grade positions and create requisitions in the HRIS system.
Assist with the development and execution of HR programs such as performance management, employee engagement, and leadership development.
Serve as a primary point of contact for business unit leaders on general HR inquiries, and provide day-to-day support for employee relations issues, escalating to HRBPs as necessary.
Support HRBPs and Employee Relations Specialist to manage employee relations issues, including performance issues, conflict resolution, and investigations.
Priority Two – 40%
Talent Acquisition

Nice-to-haves

PHR or SHRM-CP strongly preferred.
Experience in an automotive OEM environment is a plus.
Experience using an Applicant Tracking System (ATS) and HRIS; SuccessFactors experience preferred.
Corporate experience at a multi-state or international company preferred.

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: successfactors
Effort: medium

Benefits

Benefits detected in the listing.

Dental

Vision

401(K)

Paid Time Off