HR Business Partner Manager

General Summary

The HR Business Partner – Manager serves as a strategic and tactical partner to leaders and team members across client groups, helping drive people strategies that support business priorities, organizational effectiveness, and a positive team member experience across Kia. This role provides consultative leadership across core Human Resources disciplines—including performance management, talent planning, organizational design, policy guidance, change enablement, workforce planning, recruiting oversight, and budget management—while ensuring alignment with Kia’s values, business objectives, and compliance requirements. The HR Business Partner – Manager leads and develops direct reports, including HR Business Partners and/or HR Generalists, and partners with the Employee Relations Specialist, enterprise program owners, and HR Centers of Excellence to implement practical, people-focused solutions that strengthen leadership capability, team effectiveness, and organizational health. This role also provides guidance on complex or escalated employee matters, supports business adoption of enterprise and HR programs, and uses business and people insights to improve organizational effectiveness and HR service delivery.

Essential Duties and Responsibilities

Priority One – Strategic HR Partnership, Team Leadership & Business Support (35%)

• Partner with leaders across assigned client groups to understand business goals, team dynamics, workforce needs, and organizational challenges, and translate those insights into practical HR strategies and solutions.
• Provide consultative guidance on organizational effectiveness, team structure, workforce planning, talent movement, leadership effectiveness, and people-related business decisions.
• Lead, coach, and develop direct reports by setting priorities, providing day-to-day guidance, monitoring workload and quality, supporting development planning, and reinforcing accountability and effectiveness.

Priority Two – Performance, Policy Guidance & Employee Relations Leadership (30%)

• Advise leaders and direct reports on performance management, corrective action, documentation, workplace concerns, and policy interpretation to ensure consistent and compliant practices.
• Partner with the Employee Relations Specialist, management, Legal, and HR leadership as appropriate to support the timely and effective resolution of complex or escalated employee relations matters.
• Coach HR team members and leaders on issue triage, documentation, risk awareness, and effective handling of employee matters within established policies and leadership guidance.

Priority Three – Talent Planning, Change Enablement & HR Program Partnership (20%)

• Partner with leaders and HR stakeholders to support talent review, succession planning, development planning, recruiting oversight, and organizational change initiatives across assigned business groups.
• Partner with enterprise program owners, HR leadership, and Centers of Excellence to support the implementation, business adoption, and execution of enterprise and HR programs, policies, and initiatives—including performance processes, compliance requirements, learning programs, engagement efforts, and other people-related priorities—within assigned client groups.

Priority Four – Organizational Insights, Projects, Budget & Continuous Improvement (15%)

• Use people data, team insights, and business feedback to identify trends, gaps, and opportunities to improve team effectiveness, manager capability, and HR service delivery.
• Lead or support special projects and cross-functional initiatives that strengthen organizational capability, team effectiveness, and business alignment.
• Manage budget and budget forecast activities for assigned areas, review recommendations from direct reports, and align final approvals with HR Leadership.

Personally Performed Duties

Qualifications/Education

• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field, or equivalent relevant experience.
• PHR or SPHR certification preferred.

Job Requirement

• 8-10 years of progressive Human Resources experience, including substantial experience in an HR generalist, business partner, or consultative HR role.
• Demonstrated experience leading and developing direct reports, including prioritizing work, coaching team members, supporting development, and driving accountability.
• Demonstrated experience partnering with leaders on performance management, organizational effectiveness, talent planning, and team member issues in a corporate environment.
• Experience advising leaders through complex or sensitive workplace matters using sound judgment, discretion, and a solutions-oriented approach, including partnership on employee relations matters as needed.
• Strong experience supporting the implementation, adoption, and execution of HR programs, policies, and change initiatives across business functions in partnership with HR leadership and relevant stakeholders.
• Experience overseeing recruiting execution, workforce planning, or talent movement activities across assigned client groups is preferred.

Specialized Skills and Knowledge Required

• Strong consultative and relationship-building skills; ability to influence and build credibility across multiple levels of leadership.
• Excellent written, verbal, and presentation skills, with the ability to communicate clearly and effectively on complex people issues.
• Strong critical thinking, problem-solving, and judgment skills, with the ability to balance business needs and team member considerations.
• Strong working knowledge of employee relations practices, Human Resources principles, and applicable employment laws and regulations.
• High level of discretion and ability to maintain confidentiality with sensitive information.
• Strong organizational, project management, and follow-through skills; ability to manage multiple priorities in a fast-paced environment.
• Ability to lead, coach, and develop HR team members, and to build capability across the HRBP and/or HR Generalist team.
• Ability to oversee recruiting execution and talent movement activities while maintaining broader focus on strategic HR partnership and organizational effectiveness.
• Ability to use people data, organizational insights, and business context to identify trends, assess risks, and recommend practical solutions.
• Ability to manage budget and budget forecast activities, review recommendations, analyze variances, and prepare recommendations for leadership review and approval.
• Proficiency with HR systems and tools, including HRIS platforms, SuccessFactors, and Microsoft 365 applications.
• This position is expected to exercise a high level of discretion and independent judgment regarding people-related decisions, issue resolution, and team leadership, within established policies, practices, and leadership guidance.

Other Requirements

• Primarily office-based work performed in a corporate environment.
• May need to work additional hours outside of normal business hours as required by the job.
• Up to 15% domestic and/or international travel may be required.
• Physical Requirements: Primarily sedentary office work; frequent sitting and computer use; occasional standing/walking and lifting up to 10 lbs.
• Job demands may include reading and analyzing documents, maintaining confidentiality, problem solving, oral and written communication, stakeholder interaction, managing direct reports, and managing multiple concurrent priorities with interruptions.
• This position is expected to exercise a high level of discretion and independent judgment regarding people-related decisions, issue resolution, and team leadership, within established policies, practices, and leadership guidance.