Supervisor, Employee Relations

We are searching for an experienced Supervisor, Employee Relations at our Headquarters facility. 

Hyundai MOBIS Parts America

We think creatively and keep challenging ourselves to help create a new future and eventually make humankind’s dreams a reality. Ready for the challenge?

Who We Are

Tomorrow's most advanced automotive technology is being envisioned today at MOBIS Parts America (MPA). A subsidiary of Hyundai MOBIS, we are a top leading automotive parts supplier. MPA provides after-sales service parts support for Hyundai Motors, Kia Motors, and Genesis. In addition to the distribution of genuine service parts, the MPA Accessories division develops accessories for Hyundai, Kia, and Genesis - which are installed on new vehicles in the United States and Canada.

Description

JOB PURPOSE

The Employee Relations Supervisor is responsible for administering companywide Employee Relations (ER) programs and serving as the primary subject-matter expert for employee relations investigations, disciplinary actions, and compliance. This role ensures the consistent application of MPA policies, employment laws, and HR best practices across all Part Distribution Centers (PDCs) and Corporate operations.  

A core responsibility of this position is to review, guide, and strengthen Field Human Resources Business Partners’ (HRBPs) investigative practices, including oversight of investigation processes, documentation, findings, and corrective actions. The ER Supervisor provides ongoing training, coaching, and standardized guidelines to ensure investigation quality, consistency, and compliance across all locations.

This role requires a high level of integrity, confidentiality, professionalism, and sound judgment, serving as a steward of the organization while supporting leadership development and fostering a respectful, compliant, and collaborative workplace. Approximately 20% travel is required.

KEY ACCOUNTABILITIES

• Review, guide, and train Field HRBPs on ER investigations, including investigation planning, interviews, documentation, findings, and final reports, to ensure consistency, legal compliance, and alignment with company standards. Serve as the quality‑control authority for HRBP investigations and oversee termination processes, providing developmental feedback, training, and corrective guidance as needed. – 40%
• Lead or support ER investigations for PDC and Corporate locations as needed. Prepare and review Disciplinary Action Notices (DANs) and separation documentation. Partner with management, Field HRBPs, and employees to resolve ER issues through case‑specific coaching, counseling, conflict resolution, and corrective action, while ensuring compliance with federal and state employment laws. – 30%
• Prepare HR and ER reports, audits, and ad hoc reporting for management and operational needs. – 20%
• Create, revise, and maintain companywide ER policies and administer ER programs to support compliance and organizational effectiveness. – 10%

KEY PERFORMANCE INDICATORS

• Ensure Field HRBP and ER investigations meet established company standards by reviewing investigation planning, interview techniques, documentation quality, factual analysis, conclusions, and timelines for accuracy, objectivity, consistency, and legal compliance.
• Serve as the quality‑control authority for HRBP investigations and termination processes, providing timely developmental feedback, coaching, training, mentorship, and corrective guidance as needed.
• Lead or support ER investigations for PDC and Corporate locations, delivering well‑documented, objective findings supported by factual evidence and ensuring consistent application of company policies, progressive discipline standards, and corrective action procedures across all locations.
• Prepare and review Disciplinary Action Notices (DANs) and separation documentation, ensuring alignment with company policy, employment laws, and corporate HR expectations.
• Resolve ER issues and workplace conflicts through case‑specific coaching, counseling, mediation, and conflict resolution, facilitating constructive dialogue, identifying root causes, recommending solutions, and achieving both timely resolution and long‑term relationship improvement.
• Partner with management, Field HRBPs, and employees to mitigate legal and ER risks, support fair and consistent decision‑making, and strengthen managerial capability in handling sensitive ER matters.
• Communicate and escalate ER issues promptly to the ER Manager and leadership, ensuring timely awareness of critical concerns, high‑risk cases, emerging trends, and potential legal exposure.
• Prepare, maintain, and manage complete, accurate, and audit‑ready ER documentation, including investigation notes, evidence, timelines, conclusions, follow‑up actions, and centralized ER resources (SOPs, templates, trackers, forms, and guidelines).
• Prepare and deliver HR/ER reports, metrics, audits, weekly leadership updates, and required reporting to Korea HQ, ensuring accuracy, professionalism, and timeliness while highlighting trends, risks, outcomes, and improvement recommendations.
• Collaborate with in‑house counsel and external legal partners on litigation or pre‑litigation matters by providing thorough investigative documentation, evidence, interview coordination, and required case support.
• Develop, update, and administer ER policies, SOPs, training materials, and programs, ensuring alignment with federal, state, and local employment laws, regulatory changes, case law developments, and operational needs.
• Design and deliver ER training for Managers, Supervisors, and Field HRBPs, including investigations, documentation best practices, harassment prevention, corrective action, separation processes, and conflict resolution.
• Maintain current knowledge of employment laws and ER best practices, benchmark emerging trends and recommend enhancements to reduce risk, improve compliance, and strengthen company culture and employee experience.
• Conduct employee satisfaction and environmental surveys, analyze results, identify trends, and partner with PDC leadership to develop and implement effective action plans.
• Travel to PDC locations as needed to conduct investigations, facilitate roundtables, deliver training, administer surveys, and support ER initiatives.
• Collaborate cross‑functionally with HR teams to ensure alignment, effective execution of HR programs, appropriate staffing coverage, and continuity of ER support during absences or peak demand.
• Demonstrate strong case management and professional judgment, effectively prioritizing workload, managing multiple assignments, meeting deadlines, maintaining confidentiality, and upholding ethical and professional standards.
• Support new‑hire orientation and ER‑related onboarding activities, ensuring accurate communication of policies, expectations, and workplace standards.
• Support planning and continuous improvement of the annual Field HRBP workshop, contributing to curriculum development, facilitation, logistics, and content delivery.
• Uphold company values and promotes a respectful, inclusive, and compliant workplace culture, completing all responsibilities with accuracy, reliability, professionalism, and adaptability, and performing other duties as assigned.

WORK SCHEDULE/TRAVEL

• 8:00 am - 5:00 pm Occasional overnight travel (up to 20%) by land and/or air

Required Qualifications

MAJOR CHALLENGES AND KEY DECISIONS

• This position requires a high level of independent thinking and problem‑solving, with daily decisions necessary to maintain compliance with federal and state laws, protect the company from unnecessary litigation, sustain a motivated, productive, and safe workforce, and effectively lead and guide Field HRBPs in handling complex employee relations issues with consistency and sound judgment.

EDUCATION REQUIREMENTS

• Bachelor’s degree in HR or equivalent; combination of work experience and education will be considered

EXPERIENCE REQUIREMENTS

•  5–8 years of progressive experience in Human Resources and Employee Relations.
• Experience administering multi‑state HR programs for both exempt and non‑exempt employees.
• Demonstrated experience conducting complex employee relations investigations.
• Strong knowledge of federal and state employment laws and regulatory compliance requirements.
• Experience leading, coaching, or supporting HR Business Partners preferred.
• Strong communication skills with the ability to handle sensitive and confidential matters professionally.
• Bilingual in Spanish preferred.

CERTIFICATIONS

• PHR, Preferred

SKILLS

• Advanced proficiency in Microsoft Office applications                
• Define problems, collect data, establish facts, and draw valid conclusions.

Employment Type - Exempt, Annual Salary 

Compensation - The expected hiring range for this position is $98,000.00 - 115,000.00, depending on experience and qualifications.

Hyundai Mobis Parts America - Benefits

We offer a competitive benefits package for full-time employees which include:

• Medical, Dental, and Vision
• 401K with employer matching
• Tuition Reimbursement
• Paid Vacation, Paid Sick Days and Paid Holidays
• Mapped career plans; we believe in developing and promoting our talent!
• Company Discounts & more!

Our company provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.