HR Generalist II

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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

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

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,…