Supervisor, Employee Relations (Bilingual Spanish) We are searching for an experienced Supervisor, Employee Relations (Bilingual Spanish) 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 leads Employee Relations support across all Part Distribution Centers (PDCs) and oversees investigations, disciplinary actions, terminations, litigation support, compliance initiatives, and Employee Relations (ER) programs. This role supervises and develops Field Human Resources Business Partners (HRBPs), ensuring consistent application of company policies, employment laws, investigation standards, and HR best practices. The position also manages employment claims, agency charges, subpoenas, mediations, arbitrations, pre-litigation matters, and active litigation through coordination with legal counsel, while overseeing ER reporting, audits, policies, training, and compliance initiatives. This role requires strong leadership, sound judgment, confidentiality, and professionalism while promoting a compliant, respectful, and productive workplace culture. Approximately 20% travel is required. Key Accountabilities HRBP Leadership, Investigation Oversight & Quality Control (40%) Review, guide, and train Field HRBPs on Employee Relations 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 Field HRBP investigations and oversee termination processes, providing developmental feedback, training, and corrective guidance as needed. Manage HRBP assignments, workloads, and PDC coverage to ensure adequate business support. Partner with management, Field HRBPs, and employees to resolve employee relations issues through coaching, counseling, conflict resolution, and corrective action while ensuring consistent application of company policies and compliance with federal, state, and local employment laws. Litigation & Claims Administration (25%) Provide overall HR oversight for employment claims, subpoenas, demand letters, mediations, arbitrations, pre-litigation matters, and active litigation. Prepare and maintain all required case documentation, investigative records, evidence, timelines, and supporting materials. Coordinate responses and discovery requests. Partner closely with internal and external legal counsel to support case management, risk mitigation, and timely resolution. Direct ER Case Management (15%) Lead, manage, review, or directly support Employee Relations investigations, corrective actions, and termination processes as appropriate. Conduct and manage the end-to-end investigation and separation process, including case strategy, interviews, documentation, findings, recommendations, corrective actions, Disciplinary Action Notices (DANs), and separation documentation. Reporting, Audits & Compliance (10%) Prepare HR and ER reports, audits, and ad hoc reporting for management and operational needs. Policy & Program Administration (10%) Create, revise, and maintain companywide ER policies. Administer ER programs to support compliance and organizational effectiveness. Key Performance Indicators Ensure Field HRBP and ER investigations meet established company standards by reviewing investigation planning, interview techniques, documentation quality, factual analysis, conclusions, recommendations, 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. Manage Field HRBP assignments, workloads, priorities, and PDC coverage to ensure consistent Employee Relations support across all locations and effective resource allocation during absences, vacancies, and peak business demands. Strengthen Field HRBP capabilities through coaching, training, development planning, and ongoing guidance related to investigations, documentation standards, policy application, risk assessment, and employee relations best practices. Lead, review, or directly support end-to-end ER investigations and termination processes for PDC and non-PDC locations, including investigation planning, interviews, documentation, findings, recommendations, corrective actions, and separation decisions. Ensure conclusions are supported by factual evidence and that company policies, discipline standards, and corrective action procedures are consistently applied across all locations. Prepare and review DANs and separation documentation, ensuring alignment with company policy, employment laws, corporate HR expectations, and risk mitigation standards. Resolve ER issues and workplace conflicts through case-specific coaching, counseling, mediation, and conflict resolution. Facilitate constructive dialogue, identify root causes, recommend solutions, and achieve 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, organizational risks, and potential legal exposure. Prepare, organize, and maintain complete, accurate, and audit-ready case files, including investigative documentation, evidence, timelines, witness information, personnel records, and supporting materials for employment claims, subpoenas, mediations, arbitrations, pre-litigation matters, and active litigation. Coordinate responses to inquiries, subpoenas, discovery requests, document production requests, and other legal matters, ensuring accuracy, completeness, confidentiality, and adherence to deadlines. Serve as the primary HR liaison with internal and external legal counsel by providing timely documentation, case updates, supporting evidence, witness coordination, and required case information. Maintain litigation trackers, legal reporting, litigation holds, discovery obligations, outside counsel coordination, budgets, invoices, and case documentation to ensure timely completion of legal requirements and deadlines. Support legal strategy development by compiling factual case summaries, investigation findings, supporting documentation, and relevant employment records for counsel review. Prepare status updates, risk assessments, and litigation reports for HR leadership and executive management, ensuring timely escalation of significant legal risks, trends, and business impacts. Monitor corrective actions, settlement obligations, and post-resolution activities to ensure timely completion and organizational compliance. Prepare and deliver HR/ER reports, audits, weekly leadership updates, and required reporting to Korea HQ, ensuring accuracy, professionalism, and timeliness while highlighting trends, risks, outcomes, and improvement recommendations. Analyze employee relations trends, identify organizational risks and compliance concerns, and provide recommendations that support informed business decisions and risk reduction. Develop, update, and administer ER policies, SOPs, training materials, templates, 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, Legal, Payroll, Operations, and leadership teams to ensure alignment, effective execution of HR programs, appropriate staffing coverage, and continuity of ER support during absences or peak demand. Demonstrate strong leadership, case management, and professional judgment by effectively prioritizing workload, managing multiple assignments, meeting deadlines, maintaining confidentiality, and upholding ethical and professional standards. Support new hire orientation, ER-related onboarding activities, and Employee Relations initiatives, 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 promote a respectful, inclusive, and compliant workplace culture. Perform all responsibilities with accuracy, reliability, professionalism, leadership, and adaptability. Perform other duties as assigned. Major Challenges and Key Decisions This position requires a high level of independent thinking, leadership, and problem-solving, with daily decisions necessary to ensure compliance with federal and state laws, protect the company from unnecessary litigation, effectively lead and develop Field HRBPs, and provide consistent Employee Relations support across multiple locations. The position must exercise sound judgment when reviewing investigation findings, disciplinary actions, and termination recommendations; allocating Employee Relations resources; evaluating organizational risk; managing employment claims and litigation-related matters; and determining when issues require escalation to senior leadership or legal counsel. Work Schedule and Travel Requirements Work Schedule Monday through Friday, 8:00 AM to 5:00 PM. Flexible schedule at the discretion and approval of the manager. Travel Required Yes. Minimal overnight travel (up to 20%) by land and/or air. Required Qualifications Experience Requirements 7+ years of progressive HR and Employee Relations experience required. Experience leading HR professionals or HRBPs. Extensive experience reviewing complex investigations, disciplinary actions, and terminations. Experience overseeing multi-state Employee Relations programs. Experience supporting employment claims and litigation in partnership with legal counsel. Bilingual Spanish preferred. Education Requirements Bachelor's degree in Human Resources, Business Administration, Employment/Labor Relations, or a related field required; or Equivalent experience required.
Licenses / Certifications
PHR, SPHR, SHRM-CP, or
SHRM-SCP
preferred. Knowledge, Skills & Abilities (KSAs) Advanced proficiency in Microsoft Office applications. Ability to 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.
