Position Summary

The HRG is an ON-SITE role that consults and effectively communicates with team members, managers, and leaders on employee-related matters and the deployment of company strategy. HRG partners with leaders to understand organizational needs and processes to achieve high performance. The HRG provides proactive and reactive support for employee relations, investigations, and coaching and counseling to ensure compliant and efficient business operations. Serves as an advisor, knows the employment laws applicable to the workforce, exhibits and understands intercultural sensitivity, an active listener and provides relevant input on performance management, manages the HRIS, and project management of all HR roll-outs and updates.

Role and Responsibilities

•Compliance and Training: Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments, including safety training, anti-harassment training, professional licensure, and HQ-driven training.
Work Structure and Job Requirements: Maintain the work structure by updating job requirements and job descriptions for all positions according to HR objectives.
•HR Data and Reporting: Collect, record, and analyze HR data; report data insights to key leadership; manage HRIS and Pay Systems.
Recruitment and Hiring: Recruit, interview, and facilitate the hiring of qualified job applicants for open positions; collaborate with departmental managers to understand skills and competencies required for openings. Manage the hiring process and conduct onboarding of all employees.
•Background Checks and Eligibility Verification: Conduct or acquire background checks and employee eligibility verifications.
Orientation and Recognition Programs: Implement new hire orientation and employee recognition programs.
•Human Resource Program Administration: Perform routine tasks required to administer and execute human resource programs, including compensation, benefits, leave, disciplinary matters, disputes and investigations, performance and talent management, productivity, recognition, morale, occupational health and safety, and training and development.
•Employment-Related Inquiries: Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
•Disciplinary Meetings and Investigations: Attend and participate in employee disciplinary meetings, terminations, and investigations.
Compliance and Best Practices: Maintain compliance with federal, state, and local employment laws and regulations; recommend best practices; review policies and practices to maintain compliance.
•Knowledge and Trends: Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
•Miscellaneous Duties: Perform other duties as assigned.

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Skills and Qualifications

• Education:  Required: Bachelor's degree in Human Resources Management or Development, Organizational Leadership, Psychology, Business Administration/.Management, or related discipline
• Experience:  Minimum 3+ years in Human Resources role; High level of customer service skills
• Knowledge:  Ability to multi-task and deliver accurate results, prioritize objectives/tasks, cognitive ability to work in an extremely fast-paced environment; firm conflict resolution and critical thinking; ability to influence leadership and maintain a high level of, flexibility, and adaptability; excellent communication skills (written and verbal), organizational and interpersonal skills, self-starter and highly motivated
•Capacity to apply discretion and maintain a high level of confidentiality when handling sensitive information.
• Skills: Analytical: Ability to analyze data and make informed decisions, report out decisions to executive leadership team, Critical Thinking: Evaluate trends and metrics that drive organizational success; People Skills: Build and manage relationships to foster a positive work environment; Strategic Thinking Ability to Develop and implement HR Strategies that align with organizational goals; Attention to Detail: critical for effective recruitment, onboarding and training programs.
• Physical requirement:   All employees for all positions must be able to lift, carry, push, or pull up to 35 lbs.  

General Notice: Candidates are expected to honor their obligations to former employers. SEHA does not seek access to, and expressly prohibits the use or disclosure of, any confidential information, proprietary materials, or trade secrets belonging to any prior employer or third party, either during the hiring process or in the course of employment.

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* Samsung Electronics America, Inc. and its subsidiaries are committed to employing a diverse workforce, and  provide Equal Employment Opportunity for all individuals regardless of race, color, religion, gender, age, national origin, marital status, sexual orientation, gender identity, status as a protected veteran, genetic information, status as a qualified individual with a disability, or any other characteristic protected by law.