Senior Group Manager, Talent Management (Fountain Valley, CA, US, 92708)

Hyundai

At Hyundai, we’ve rethought our business and created cars that combine performance, quality, design and innovation into a complete package.

It’s time you rethink what you expect from an employer.

At Hyundai, we understand you're not just building a career – you're building a life. We believe in our people and realize that our success is a direct result of our commitment in offering you great opportunities for your career. If you would enjoy working in a dynamic environment and are looking for a chance to become part of a stellar team of professionals, we invite you to apply online today.

 

 

Purpose:

~ Responsible for effective and efficient acquisition of talent for Hyundai Motor America and creating/implementing training and development, organizational development and succession planning infrastructure that aligns key business strategies and initiatives.

 

Major Responsibilities:

Talent Acquisition:

~ Lead team that proactively and strategically meets with business leaders and hiring managers to identify personnel needs, job specifications, job duties, qualifications, and skills. In addition, work with business leaders on determining future needs and potential gaps.

~ Oversee and manage all functions related to Talent Acquisition, including recruiting and hiring qualified candidates, job and career fairs, on-boarding, new hire orientations, relocation, temporary staffing, and internship programs.

~ Manage relationships with executive recruiters and executive management to identify and secure executives as needed.

~ Develop and manage internship programs by partnering with business leaders and colleges/universities by setting expectations, pay rate, and length of responsibility. Coaches managers/business leaders on how to provide a positive experience for students in the program.

Talent Management:

~ Enhance Talent Acquisition and Talent Management’s reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

~ Through ongoing understanding of the company’ goals and challenges and in collaboration with the Executive Director of Human Resources and other senior leaders, develop organizational development and learning plans that are strategically aligned and prioritized for greatest impact.

~ Conduct learning needs assessments to identify divisional and organizational training necessary to achieve or accelerate progress toward goals.  Identifies key performance indicators (metrics/measures) of progress toward strategically-aligned goals (i.e., revenue, profit, productivity, efficiency, reduced expenses, mitigated risk, customer loyalty, employee engagement, improved leadership, improved internal talent pipeline/bench strength, etc.)  Conducts research and recommends organization development, learning programs, succession planning initiatives and target audiences.

~ Help guide leaders to effective organizational development and learning investment decisions and prioritization by forecasting net benefit and/or return on investment, and/or return on expectations.

~ Develops, facilitates and/or coordinates organizational development and learning programs through vendors that help drive achievement of strategic business goals and operational objectives including competency/skill-based programs, management/leadership development, teamwork, technical, sales, customer service, career development programs, interpersonal skills, tuition assistance plans and more.  Develops train-the-trainer programs to maximize the exponential benefit of integrating internal subject matter experts into the organizational development and learning plan.

~ Manage all organizational, learning, and succession planning initiatives, including associated schedules and budgets. 

~ Ensure planned impact is achieved by measuring progress against targeted goals using a variety of measurable tools and analysis.

~ Ensure organizational development and learning programs are managed and records are kept through the most efficient and effective means possible

~ Collaborate with other members within Human Resources as applicable to support and deliver performance management processes and systems and to ensure that key competencies are incorporated within the employment process, performance management, and employee development/improvement programs.

~ Continuously enhance and manage leadership and executive development programs designed to develop high-potential employees that create succession plans through-out the organization based on changing business needs. Ensure that all participants have goals related to specific business unit objectives and are achieving targets through training, mentoring and coaching activities. 

~ Continuously enhance, design, and manage talent development programs targeting top talent to accelerate their development in collaboration with the Division Leaders and senior managers.

~ Maintain and update competencies at all levels and ensure the effective usage and utilization of the competencies.

~ Facilitate building high performance teams, coach managers on change management issues, and facilitate talent reviews and succession planning discussions as directed by the Executive Director of HR and other senior leaders.

~ Manage leadership and executive development programs designed to develop high-potential employees that create succession plans through-out the organization. Ensure that all participants have goals related to specific business unit objectives and are achieving targets through training, mentoring and coaching activities. 

~ Guide leaders with talent planning and development issues as they arise/requested.  Be proactive with providing critical thinking/expertise and ideas.

~ Support HMC/HRD Global training team to support the global training and succession planning strategy with all HKMC.  Develop HMA company-wide training structure.    

~ Manage and develop all members of the Human Resources Development team to ensure their ongoing development. Effectively coaches, counsels, and develops staff. Utilizes the diverse talents of the staff by efficiently managing staff’s time, materials and budget while focusing on the goals and vision of the company.

Other Responsibilities:

~ Serve as the main point-of-contact for parent company, HMC, in matters related to recruiting and talent management. Reviews HMC developed global HR standards and determines whether to incorporate such standards into HMA’s talent acquisition and talent management practices.

~ Responsible to maintain headcount tracking and headcount annual request process.

~ Create and maintain a professional and cohesive work environment focused on respect, performance, quality, achievement, and ethics.

~Assists the Executive Director of HR & Administrative Services, for ad hoc requests by executive management team or HMC, as needed.

~ Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

~ Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.

 

Authority:

~ Make independent hiring decisions.

~ Manage and sign off on approved budget amounts.

 

Education:

~  Must be a high school graduate

~  Bachelor’s degree preferred

~  Master’s degree a plus

 

Related Experience:

~ At least 10 years of experience of which at least three years directly related experience with training and development, succession planning and/or organizational development. 

~ Working knowledge of HR processes, administration and compliance issues. 

~ Experience as a corporate trainer. 

~ Experience supervising multiple staff members desired.

~ Proven ability to lead by example and foster mentoring relationships.

 

Skill / Knowledge:

~ Demonstrate the ability to manage multiple concurrent assignments while meeting company and department objectives. 

~ Client-focused, business partnering and influencing skills. 

~ The ability to work both strategically and operationally.

~ Outstanding verbal and written communications skills that effectively relate to all levels of the organization.

~ Ability to create momentum and foster organizational change. 

~ Proficiency in MS Word, Excel and PowerPoint.

~ Exceptional interpersonal, leadership and communication skills. ~ Solid sense of confidentiality and discretion.

~ Ability to operate and employ solid decision-making skills.

~ Ability to develop and maintain highly effective relationships externally and internally.

~ Ability to influence professionals of senior management level.

 

Certification Required:

~ SPHR or SHRM-SCP preferred

 

Physical Requirements:

~ Normal office duties.

~ Some travel required.

 

 

 

 

 

Our Company adheres to the equal employment opportunity guidelines set forth by federal, state and local laws.  The information requested on this form is sought in good faith and will not be used to discriminate against the applicant based on race, religion or creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic characteristics, marital status, sex or gender (which includes pregnancy, childbirth, or related circumstances), gender identity, gender expression, age, citizenship, sexual orientation, family care or medical leave status, military and veteran status, political affiliation, or any other characteristic protected by federal, state and local laws.