Human Resources Manager - Payroll, C&B (Korean Bilingual)

Job Description Title:

HR Manager - KOREAN Fluency Must Reports to:

Director of HR & GA Department:

Human Resources Location:

Little falls, NJ (Onsite 5x a week)

Comp :

upto $120K for manager level + med, vision, dental, 401k benefits Why Join Us? (The Ultimate HR & People Operations Playground) Company is a premier global Contract Manufacturing Organization (CMO) and Original Design Manufacturer (ODM) navigating the exciting intersection of high-speed K-Beauty innovation and strict U.S. regulatory standards. For a forward-thinking HR leader, this is a rare opportunity to step onto a hyper-growth trajectory and make a monumental operational impact.

Elite Global Prestige:

We serve as the trusted innovation and manufacturing backbone for over 100+ of the world's most iconic beauty brands , including industry titans like L'Oréal and Estée Lauder .

Explosive Financial Momentum:

We are executing at an elite tier of manufacturing efficiency. Last year, we posted a commanding annual revenue of approximately $20M USD (a 19% YoY growth) , while our operating profit nearly doubled with a staggering 98.8% increase . Backed by massive, continuous reinvestment from our parent conglomerate, we are aggressively scaling our ecosystem year over year.

A True Builder's Architecture:

This is not a legacy "maintenance" role. Because our operational capacity is scaling so rapidly, you won't just keep the lights on—you will be the primary architect of change. You will have the unique mandate to design an internal talent development platform from the ground up, spearhead enterprise-level HRIS implementations, and streamline our corporate payroll framework , cementing yourself as a critical driver of our organizational evolution. Responsibility Summary The HR Manager leads people-centered HR functions including Recruiting, Payroll & Benefits Administration, Learning & Development (L&D), Organizational Culture & Engagement, Social Audit Readiness, and HR Analytics. This role takes end-to-end ownership of designing and executing employee-facing programs, managing corporate payroll compliance, and driving talent development initiatives. A key focus of this role is building the company's internal Talent Development Platform from the ground up: envisioning the framework, driving adoption, and measuring impact. Additionally, the HR Manager will oversee the complete payroll pipeline, ensuring high accuracy, regulatory compliance, and seamless collaboration with finance. The HR Manager also plays a critical role in the upcoming HR System Implementation — leading testing, UAT coordination, and functional verification to ensure a smooth rollout. This is a hands-on leadership role requiring high visibility, strong interpersonal skills, and the ability to translate strategy into practical, measurable HR and operational outcomes. Key Responsibilities Payroll & Benefits Management (Supervisory role, not hands-on) Oversee and manage the end-to-end processing of company payroll, ensuring absolute accuracy, timeliness, and compliance with federal, state, and local tax regulations. Supervise time and attendance tracking systems, auditing hours worked, overtime compliance, and leave management (PTO, FMLA, etc.). Act as the main point of contact for payroll-related inquiries, resolving discrepancies with poise and professionalism. Partner with the finance and accounting teams to ensure accurate general ledger mapping and funding reconciliation. Administer employee benefits programs, managing open enrollment, compliance reporting, and vendor relations. Recruiting (Supervisory Leadership) Oversee full-cycle recruiting operations, with day-to-day execution supported by the recruiting team. Partner with hiring managers to define role requirements, set timelines, and ensure a consistent candidate experience. Maintain compliant, well-documented hiring processes ready for internal and external review. Continuously improve recruiting workflows, templates, and sourcing strategies. Monitor recruiting KPIs and provide guidance and coaching to the recruiting team member(s). Talent Development Platform (New Initiative — High Priority) Conceptualize, design, and launch the company's internal Talent Development Platform.

Define the framework:

career pathways, skill gap analysis, individual development plans (IDPs), and growth milestones. Partner with department heads to align talent development goals with business priorities. Drive platform adoption through internal communication, manager enablement, and employee engagement. Requirements (Qualifications)

Education:

Bachelor's degree in Human Resources, Business Administration, or a related field required. Professional HR certification (e.g., SHRM-CP/SCP, PHR/SPHR) is highly desirable.

Experience:

5+ years of progressive HR experience, with at least 2-3 years in a supervisory or managerial role.

Bilingual Proficiency:

Fluency in both English and Korean (written and verbal) is required to effectively communicate with local teams and global corporate stakeholders.

Payroll Expertise:

Proven hands-on experience managing end-to-end payroll operations, time/attendance tracking, and multi-state tax compliance for both exempt and non-exempt workforces. Proficiency with major payroll systems (e.g., ADP, Paychex, or Ceridian) is required.

HR System Implementation:

Demonstrated experience participating in HRIS/HR system rollouts, including system testing, User Acceptance Testing (UAT) coordination, and functional verification.

Talent & Culture Development:

Strong background in creating training frameworks, career pathways, and driving organizational culture/employee engagement initiatives.

Interpersonal Skills:

Exceptional leadership and communication skills, with a proven ability to manage high-visibility projects and collaborate cross-functionally with poise.

Pay:

$85,000.00 - $120,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance Employee discount Health insurance Paid time off Vision insurance

Work Location:

In person