Among human resources assistants, except payroll and timekeeping, AI is already used for a large share of the tasks. Measured exposure for human resources assistants, except payroll and timekeeping: 40% (high).

Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

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About the job

Position Summary:

The Human Resources & Team Relations Director serves as the senior functional leader responsible for integrating and overseeing all HR and TR functions across HMMA, which is a large-scale automotive manufacturing operation. Reporting directly to the CAO, this role provides strategic people and labor insights to support organizational planning and executive decision-making. The Director leads both the HR and TR Senior Managers, ensuring cohesive execution of HR strategy, labor-risk mitigation, talent systems, compensation competitiveness, and a positive, union-free work environment. This role anticipates business challenges, develops integrated People & Organization strategies, shapes organizational culture, and builds leadership capability to support the organization’s long-term performance and growth.

Essential Functions:

1. Strategic Leadership & Organizational Planning

Lead and develop an integrated people and organizational strategy aligned with long-term business plans and operational requirements across Hyundai Motor Manufacturing Alabama.

Serve as a trusted advisor to the CAO, CEO, and senior leadership on people, culture, labor strategy, and organizational health.

Ensure organizational direction and strategic initiatives remain aligned through close coordination with HMC Headquarters and HMNA.

Direct workforce planning, organizational reviews, and KPI-driven insights to support executive decision-making.

2. Human Resources and Team Relations Leadership

Provide strategic direction for all Human Resources and Team Relations functions, ensuring cohesive and aligned execution across both the HR Senior Manager and TR Senior Manager organizations.

Oversee enterprise-wide people systems, including talent acquisition, compensation and benefits, performance management, succession planning, leadership development, and organization development.

Lead labor relations strategy, including union avoidance posture, labor risk monitoring, supervisor capability building, and early warning systems for union-related activity.

Ensure policy, process, and compliance alignment across HR and TR practices to maintain operational integrity, fairness, and regulatory adherence.

Guide resolution of escalated people issues, delivering leadership on high-risk employee relations cases, investigations, dispute resolution, and policy interpretation.

Drive improvements in Team Member experience, including morale, engagement, communication, fairness, trust, and workplace culture.

Strengthen organizational and leadership capability to support consistent people management, communication, and corrective-action practices.

3. Operational Integrity, Compliance & Continuous Improvement

Oversee HR/TR responsibilities within Business Management System (BMS), Environment Management System (EMS), and Safety Management System (SMS) frameworks, ensuring documentation quality and audit readiness.

Use metrics, data, and trend analysis to improve hiring, retention, labor relations, and culture outcomes.

Lead continuous improvement of HR/TR processes to enhance quality, cost efficiency, and service levels.

Meet all other requirements as assigned.

Education:

Bachelor’s Degree or equivalent required

Advanced degree in Human Resources Management, Business, Industrial Relations, or related areas of study preferred

Related Experience:

15 or more years of progressively responsible HR experience, preferably in a large manufacturing environment

Minimum 5 years leading HR or TR organizations at the managerial or director level

At least 5 years of experience in Team Relations or Labor Relations is strongly preferred

Experience in multinational or culturally diverse organizations preferred

Training / Certification:

SHRM-SCP or SPHR preferred

Training or certification in labor relations, investigations, or conflict resolution preferred

Skills / Knowledge:

MS Word / Excel / PowerPoint

Expertise in HR strategy, workforce planning, compensation, leadership development, labor/employee relations, and policy governance.

Strong analytical and data-driven decision-making capability

Exceptional communication, influence, coaching, and relationship-building skills

Additional Information:

Position may require occasional travel (domestic or foreign). Flexibility in working hours to include weekends, holidays, and off shift. Position may require on-call duty or overtime due to overall responsibility. Employment is at‑will and subject to company policies.