Human Resource Payroll Manager - Bilingual Korean

Job Type

Full-time

Description

COMPANY OVERVIEW: 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 Human Resources Payroll Manager (HRPM) is responsible to plan, direct, and coordinate the HR/Payroll administrative functions of the department. This responsibility is shared among multiple Mobis Production plants with Michigan and Ohio. The HRPM is responsible for overseeing and managing the payroll team to ensure outstanding service is given to our employees and contribute to the departments goals, objectives and systems.

Requirements

ESSENTIAL FUNCTIONS AND SKILLS:

Typical responsibilities include but are not limited to the following:

Working knowledge of payroll processing platform and integration of it with the HRIS. Responsible for overseeing HR/Payroll administration for hourly and salary employees and record keeping including compensation, garnishments, taxes and other deductions/earnings into the HRIS.
Strong understanding of working in unionized facilities.
Advise and assist in the evaluation and installation and/or modification of compensation programs
Ensure accurate and timely processing of payroll updates including new hires, terminations, transfers, changes to pay, etc.
Consult and advise all salary and hourly employees on any company policies, procedures, etc.
Coordinate all labor relations activities including investigations, grievance meetings, transfers, promotions, demotions, and terminations.
Handle all labor relations issues such as joining negotiations, analyzing company's strategy, etc.
Plan, organize and direct personnel programs and activities in a manner that engenders open and direct communication between the company and all employees.
Ensure compliance with federal/state/local payroll, wage & hour laws and best practices.
Facilitates audits by providing records and documentation as requested.
Manage payroll specialists' day to day job functions, assist and support.
Year-end reporting including W-2 and ACA Reporting
Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches and policies to effect continual improvements in efficiency of department and services performed, including payroll processing software/systems and procedures.
Assists in development and implementation of personnel policies and procedures.
Assisting employees with issues - offering advice and explaining the law.
Partake in interview process, train HR/Payroll staff on new duties and assign tasks or projects as necessary.
Answering employee questions, resolving employee problems, managing employee complaints, providing coaching and development and conduct performance evaluations.
Process payroll(s) as needed
Participate in webinars/seminars to maintain knowledge of HR practices and compliance.
Perform other duties as assigned.
ADDITIONAL REQUIREMENTS:

In addition to the responsibilities mentioned above, tasks relating to the following area will be assigned as required. Be a team player.
Strong leadership capabilities.
Maintain confidentiality.
Must be proficient in SAP.
Have great attention to detail.
Strong verbal and written communication skills.
Be reliable (with reliable mode of transportation).
Strong work ethic.
Must have a strong understanding of the FLSA and other HR related compliance.
Must have proven multitasking and organizational skillset.
Service-oriented mindset.
EDUCATION/CERTIFICATION/YEARS OF EXPERIENCE: Bachelor's degree in Human Resources, Business Administration, or a related field required.
MS or MA, MBA a strong plus.
Minimum of 3-5 years of HR related experience required.
SHRM certified or equivalent desired.
DESIRED SPECIALIZED SKILLS AND KNOWLEDGE: Bilingual in Korean Required.
3 years management experience preferred.
Familiar with Paylocity HRIS.
Proven abilities in process improvement also a plus.
Ability to lead, create and host HR related trainings.
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: Prolonged periods of sitting at a desk and working on a computer.
Must be able to access and navigate each department at the organization's facilities. (multiple locations.)
WORK ENVIRONMENT: Manufacturing facility with office work space
Office work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.

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.

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: ***

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.