Sr. Employee Relations Manager

HYUNDAI Translead, Inc; Irvine (CA); Hybrid; USD 120,000 - 170,000; Full time

Benefits offered by this job

Hybrid flexibility

Vehicle allowance

Comprehensive health coverage

401(k) with company match

Life and disability insurance

Wellbeing benefits

Career development

Paid Volunteer Time Off

Job summary

Hyundai Capital America (HCA) is seeking a Sr. Employee Relations Manager to independently manage complex employee relations matters, lead investigations, and advise executives. You will interpret policies, coordinate with Legal and compliance, and drive risk-balanced solutions in a multi-state environment.

The role emphasizes performance coaching, case documentation, timely action, and partnership with HR, Legal, and Talent teams to strengthen governance and workplace practices.

Qualifications

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

Responsibilities

• 1. Manage complex employee relations matters, including workplace concerns, employee complaints, performance issues, corrective actions, separations, and other sensitive employment matters.
• 2. 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.
• 3. Evaluate employee relations matters for risk, consistency, precedent, and business impact; determine appropriate next steps and elevate only highly sensitive, legally complex, or enterprise-risk matters as appropriate.
• 4. Provide advanced guidance to managers and HR stakeholders on employee relations issues, performance management, corrective action, workplace conduct, and employment practices.
• 5. Ensure casework is handled in a timely, confidential, consistent, and well documented manner in accordance with company standards and applicable employment requirements.
• 6. Interpret and apply company policies, employment practices, and applicable federal, state, and local employment requirements to support consistent and compliant employee relations outcomes.
• 7. Partner with HR Business Partners, Legal, Compliance, and business leaders to assess complex or sensitive employment matters and develop practical, risk-balanced solutions.
• 8. Prepare and review investigation summaries, corrective action documentation, separation materials, accommodation-related documentation, and other employee relations records to ensure accuracy, consistency, and completeness.
• 9. Identify potential compliance concerns, policy gaps, or inconsistent practices and recommend corrective actions or process enhancements.
• 10. Support audits, policy updates, and documentation standards that improve employee relations governance and operational effectiveness.
• 11. Serve as a subject matter expert and consultative partner to HR Business Partners, managers, Legal, Talent teams, and business leaders on employee relations matters.
• 12. Develop or support manager education, employee relations communications, tools, templates, and guidance materials that promote consistent and effective people management practices.
• 13. Analyze case data, employee relations trends, and recurring issues to identify root causes, emerging risks, and opportunities to improve manager capability or workplace practices.
• 14. Prepare reports, insights, and recommendations for HR leadership to support informed decision-making and continuous improvement.
• 15. Support assigned employee relations projects, policy updates, process improvements, audits, reporting activities, and department initiatives that strengthen compliance, consistency and operational effectiveness.
• 16. Provide employee relations consultation on statutory leaves of absences, reasonable accommodations, workers’ compensation coordination, return to-work matters, and related employee support issues.
• 17. Support the interactive process by assessing relevant information, coordinating with internal stakeholders, documenting communications, and recommending appropriate next steps.
• 18. 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.
• 19. Support employee separations, exit processes, and related documentation, including identification of themes or trends that may require follow-up action.

Skills

Employee relations

Investigations

Policy interpretation

Risk assessment

HR advisory

Communication

HR partnering

Education

Bachelor's degree in HR/Business

SHRM-CP/SHRM-SCP/PHR/SPHR preferred

Tools

Microsoft Word

Excel

PowerPoint

Job description

Job Description - Sr. Employee Relations Manager (260000LC)

Job Description

Sr. Employee Relations Manager - ( 260000LC )

Description

Hyundai Capital America (HCA) helps people move forward. Through Hyundai Motor Finance, Genesis Finance, and Kia Finance, we deliver innovative financing, leasing, and insurance solutions to more than 3 million customers and businesses nationwide.

We’re a company driven by growth, innovation, and people. At HCA, you’ll find opportunities to build new skills, expand your career, and make a real impact—while working in a diverse, inclusive, and values‑driven environment. We’re proud to support our communities through volunteerism, philanthropy, and engaged Employee Resource Groups.

WHAT YOU WILL DO

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.

HOW YOU WILL MAKE AN IMPACT

1. Employee Relations Case Management & Investigations:

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 elevate 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.

2. Policy Interpretation, Compliance, and Risk Mitigation:

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.

3. Stakeholder Consultation, Training and Reporting:

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.

4. Leaves, Accommodations and Employee Support:

Provide employee relations consultation on statutory leaves of absences, 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.

Qualifications

WHAT YOU WILL BRING TO THE ROLE

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.

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

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.

WE TAKE CARE OF OUR PEOPLE

At HCA, our people drive our success. That’s why we offer a competitive rewards package that supports your health, financial future, and overall wellbeing—at work and beyond.

Benefits Highlights

Hybrid flexibility – 4 days in office, 1 day remote

Vehicle perks – monthly vehicle allowance plus purchase and lease discounts

Comprehensive health coverage – medical, dental, and vision plans

Employer-funded HSA contributions to help reduce healthcare costs

401(k) with company match and immediate vesting from day one

100% company-paid life and disability insurance

Wellbeing benefits including fitness and health resources

Leadership programs and career development that support continuous learning

Paid Volunteer Time Off and a company charitable donation in your honor

Because great benefits help you thrive—personally and professionally.

WHAT HAPPENS NEXT

OTHER DETAILS

Our Company is an equal opportunity employer committed to fostering a diverse, inclusive, and respectful workplace—because we believe diversity builds stronger teams. We comply with all applicable federal, state, and local equal employment opportunity laws and do not discriminate on the basis of race, religion or creed, color, national origin, ancestry, caste, citizenship, sex or gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity or expression, age, disability, medical condition, genetic information, marital status, family care or medical leave status, military or veteran status, political affiliation, or any other characteristic protected by law. Information provided during the application process is requested in good faith and will be used solely in accordance with applicable employment laws.

This notice only applies to our applicants who reside in the State of California.

The latest version of our Privacy Policy can be found here. This Privacy Policy provides you with notice, at or before the point of collection, about the categories of personal information to be collected from you, the purposes for which your personal information is collected or used, and whether that information is sold or shared, so that you can exercise meaningful control over our use of your personal information. We are providing this notice to comply with the California Consumer Privacy Act of 2018, as amended as by the California Privacy Rights Act of 2020 (“CCPA”).

If you have any questions about CCPA regarding California residents or HCA team members, please contact the Privacy Team at [e-mail].