Overview
The HR Manager acts as a strategic and operational partner to the Korea organization, driving effective HR service delivery and contributing to business success.
This role provides hands-on HR support across core areas such as talent acquisition and development, performance management, employee relations, compensation and benefits, and HR operations, ensuring compliance with local laws and company policies.
The HR Manager contributes to a strong organizational culture and positive employee morale by delivering HR initiatives aligned with the company’s values and goals. This role also facilitates change management and continuous improvement of HR processes to meet evolving business needs.
Key Accountabilities
Strategic HR Partnership
- Collaborate with management to support and implement an organizational structure aligned with business needs.
- Foster strategic alignment with leadership through trust-based collaboration and cross-functional communication.
- Lead cross-functional communication and collaboration to drive alignment and execution of HR initiatives.
- Assist with workforce planning and budgeting to align talent deployment with the organization’s strategic growth priorities.
- Lead collaboration with external HR partners to deliver value-added solutions that advance business objectives and organizational effectiveness.
Organizational and Cultural Alignment
- Drive initiatives that promote organizational values and foster a positive, inclusive workplace culture.
- Embed organizational values through consistent communication and leadership alignment to strengthen engagement.
- Facilitate leadership development programs that reinforce organizational values and enhance managerial capabilities.
- Lead culture-building initiatives that promote connection, belonging, and reinforce the employer brand with visible leadership support.
- Execute change management initiatives to ensure smooth transitions and sustain cultural alignment.
Employee Engagement & Relations
- Foster open, constructive communication between employees and management to proactively resolve concerns.
- Lead ongoing collection and analysis of employee feedback through pulse surveys and translate insights into targeted engagement actions aligned with company values.
- Manage employee grievances fairly, promptly, and in compliance with policies.
- Strengthen labor-management relationships through active participation in workplace relations initiatives.
- Design and improve employee recognition and feedback programs to enhance engagement and morale.
Talent Development & Acquisition
- Identify high-potential talent both within and outside the organization, and actively develop them to strengthen the overall talent ecosystem.
- Design and implement learning and development programs aligned with organizational goals and business initiatives.
- Support performance management processes, including setting goals and conducting reviews.
- Develop internal mobility programs and talent pipelines to support career growth and succession planning.
- Collaborate with managers to establish clear job descriptions and selection criteria that align with team capabilities and support overall talent development within the organization.
- Embed structured onboarding and offboarding programs to ensure smooth employee integration, accelerate new hire productivity, and facilitate seamless transitions.
Compensation & Benefits
- Identify trends, gaps, and opportunities in compensation and benefits; propose action plans to maintain competitiveness.
- Analyze market data and collaborate with leadership to align compensation strategies with business goals.
- Support evaluation and enhancement of bonus, incentive, and commission programs.
- Review and improve benefits offerings and vendor performance for efficiency and competitiveness.
- Monitor regulatory changes and support clear communication of compensation and benefits programs to employees.
- Champion equity, transparency, and employee well-being in total rewards strategies.
HR Operations, Compliance & Policy Governance
- Deliver HR services such as payroll, reporting, and employee benefits accurately and on time.
- Lead initiatives to optimize HR systems, automate key processes, and drive effective policy communication and enforcement across the organization.
- Maintain and update HR policies and procedures to ensure compliance with labor laws and company standards.
- Provide training and guidance to managers and employees on HR policies, compliance, and data privacy.
- Monitor legal requirements, prepare compliance reports, and manage responses to internal and external HR audits.
- Identify HR risks and develop mitigation strategies to ensure operational continuity and legal compliance.
- Leverage HR analytics and data-driven insights to support strategic decision-making and continuous improvement.
Required Qualifications
- At least 15 years of progressive HR experience, including a minimum of 5 years in a managerial role
- Experience in retail, FMCG, or other fast-paced industries preferred; exposure to unionized environments is an advantage
- Demonstrated expertise in HR service delivery and employee support
- Strong communication, interpersonal, and problem-solving skills
- Solid business acumen with strong analytical and numerical skills
- Proficient in MS Office (Word, Excel, PowerPoint) and familiar with HRIS platforms
- Highly organized and detail-oriented with the ability to manage multiple tasks
- Bachelor’s degree in Human Resources or a related discipline
Preferred Qualifications
- Master’s degree or higher in Human Resources or a related field