Sr. Employee Relations Manager

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.

If you’re looking for a fast‑paced, collaborative workplace where your ideas matter, join us as we lead the future of financing freedom of movement. Apply today.

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 escalate 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[1]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 absence, 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.