Human Resources Generalist/Payroll Specialist

Description:

COMPANY OVERVIEW: MOBIS Technical Center of North America is the Research & Development Center for Hyundai MOBIS, a Tier 1 supplier and an affiliate under Hyundai Motor Group. MOBIS produces and supplies a wide variety of automotive components to customers including component modules (chassis, cockpit and front-end module), core system, eco-friendly and DAS-mechatronics. Mobis delivers the design and development of advanced engineering, autonomous driving, infotainment, component modules, safety, brake and steering systems, lamp, ICS/electronics and software development solutions that consider the safety and convenience of our customers as well as the future.

POSITION OVERVIEW:

The HR Generalist/Payroll Specialist is a highly analytical role responsible for performing HR and payroll-related duties on a professional level while supporting department managers and employees with excellent customer service. This position requires strong data analysis, reporting, and Microsoft Excel capabilities, and carries out responsibilities in the following functional areas: payroll and benefits administration, policy implementation, and employment law compliance.

ESSENTIAL FUNCTIONS AND SKILLS:

Typical responsibilities include but are not limited to the following:

• Advanced Microsoft Excel proficiency required — including PivotTables, VLOOKUP/XLOOKUP, complex formulas, data modeling, and dashboard creation; Excel is used daily for payroll analysis, reporting, and data management.
• Responsible for timely, accurately, and compliantly processing bi-weekly payroll.
• Prepare and deliver monthly reports for Headquarters in Seoul, South Korea; must be comfortable working with large data sets and presenting findings in a clear, organized format.
• Process employee data for new hires, changes, additional earnings, etc.
• Process employee Time & Attendance data to payroll and reconcile variances; approve and release time in the time system.
• Support expatriate tax filing in addition to running their monthly payroll cycle.
• Maintain confidential information by adhering to legal and ethical standards.
• Work with cross-functional stakeholders to ensure benefits and payroll services are delivered.
• Monitor and analyze expenses against the payroll budget; help prepare cost forecasts, variance analyses, and budgets.
• Ensure databases are set up and reflect the current employee base, including salaries, hourly wages, benefits, and 401(k) percentages.
• Maintain vacation and sick time records.
• Create a variety of HR-related reports on demand; analyze workforce data and provide insights to leadership.
• Process reimbursements as well as company credit card transactions.
• Perform routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, FMLA, Short- & Long-Term Disability, and Workers’ Compensation.
• Maintain compliance with federal, state, and local employment laws and regulations; review policies and practices to maintain compliance.
• Assist with planning employee engagement-related events.

ADDITIONAL REQUIRED SKILLS/ REQUIRMENTS:

In addition to the responsibilities mentioned above, tasks relating to the following area will be assigned as required.

• Team player with a collaborative mindset.
• Strong attention to detail with a high degree of accuracy.
• Strong verbal and written communication skills.
• Reliable with dependable transportation.
• Strong work ethic.
• Proven multitasking and organizational skillset.
• Service-oriented mindset.

EDUCATION/CERTIFICATION/YEARS OF EXPERIENCE:

• Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or a related field required.
• Minimum of 5 years of professional HR and/or payroll experience required.
• SHRM-CP a plus.

PHYSICAL DEMANDS:

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.
• Must be able to access and navigate each department at the organization’s facilities.

EXPECTED HOURS OF WORK:

• A typical work week is 40 hours/week.
• Working hours are flexible with a typical day starting between 7:00 AM – 9:00 AM, Monday–Friday.
• Hybrid work schedule — 3 days on site required.

WORK ENVIRONMENT:

• Office work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.

TRAVEL:

• Occasional international travel
• Frequent local travel

OTHER DUTIES:

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

CANDIDATE SPONSORSHIP:

Mobis does not provide immigration related sponsorship for this role. Do not apply for this role if you will need Mobis immigration sponsorship now or in the future. This includes direct company sponsorship, entry of Mobis as the immigration employer of record on a government form and any work authorization requiring a written submission or other immigration support from the company. (e.g., H-1B, OPT, STEM OPT, CPT, E-2, TN, J-1, etc.)

ADA DISCLAIMER:

Mobis North America is committed to working with and offering reasonable accommodation to job applicants with disabilities. If you need assistance or an accommodation due to disability for any part of the employment process, please contact us at: [email protected]

EEO STATEMENT:

Mobis North America is an Equal Opportunity Employer. This company will provide equal opportunity to all individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Information collected regarding categories as provided by law will in no way affect the decision regarding an employment application.

Mobis North America will not discharge or in any manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Mobis North America legal duty to furnish information.