You will partner with your director team, executives and business leaders to define a talent identification and management strategy and approach for the assigned business function.
- You understand legal requirements at execution level related to management of employees, reducing legal risks and ensuring regulatory compliance.
- You will strategically work with assigned function's executive management and HR leadership team, to improve working relationships, build engagement, increase output, attract and retain talent.
- You will collaborate with senior leaders, provide direction on business function's restructures, specific transformation efforts, job design and workforce/organizational planning.
- You will maintain a strong culture and work climate that attracts and motivates staff while driving the HR function's mission.
- You hold a strong financial and forecasting acumen.
- You have a deep understanding of our brands, company, function, and products.
Key Responsibilities :
- Partners with employees and management to communicate various human resource policies, procedures, laws, standards and other government regulations and provides guidance when appropriate.
- Works closely with employees, Business HR and management to improve work relationships, build morale, and increase productivity and retention.
- Supports international employees with expatriate assignments and partner with COEs for related HR matters.
- Talent Management and Development – find world-class talent and facilitate talent growth through respective HRMs, Talent Forums, and leadership teams across the globe, including succession planning
- Provide talent and performance management guidance to leaders (i.e. coaching, consulting, corrective actions, and crisis relations)
- Provides insight to Business HR and Leaders on business unit restructures, workforce planning and succession planning.
- Partners with People Leaders to fill open positions within the organization by providing support during interviews and offer process.
- Partners with management to conduct Performance Improvement discussions. Partners with employees to help improve on performance concerns.
- Partner with employees to conduct Career Development discussions.
- Partner with Policy & Investigation COE to resolve complex salaried employee relations issues and investigations.
- Enters data into and ensures data quality of information in Workday
- Supports onboarding in conjunction with People Leaders and Onboarding Buddies
- Conducts exit interviews, analyzes attrition data and partners with Business HR to develop recommendations for corrective action and continuous improvement.
- Responds to employee relation issues such as employee complaints, harassment allegations and civil rights complaints.
- Identifies individual leadership coaching needs and performs necessary coaching to employees.
- Facilitates or provides training (including, but not limited to orientation, Demystify HRM, Conducting Career Development discussions, etc.) to the workforce.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the HR Policy consultant and legal department as needed/required.
- Coaches, counsels, and guides managers before executing employee disciplinary actions.
- Collaborate with colleagues and consult with people leaders on individual employee compensation matters to ensure alignment to pay for performance and employee recognition programs
- Identify areas of opportunity for continuous improvement and partner with COEs to build effective working relationships and provide constructive field perspective to influence common processes and procedures
Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.
We aspire to be the most inclusive company in the world. We believe we all must make a choice every day – individually and collectively – to drive meaningful change through our words, our deeds and our culture. Our Work Appropriately philosophy supports our foundation of inclusion and provides employees the flexibility to work where they can have the greatest impact on achieving our goals, dependent on role needs. Every day, we want every employee, no matter their background, ethnicity, preferences, or location, to feel they belong to one General Motors team.
General Motors is committed to being a workplace that is not only free of discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that workforce diversity creates an environment in which our employees can thrive and develop better products for our customers. We understand and embrace the variety through which people gain experiences whether through professional, personal, educational, or volunteer opportunities.
We encourage interested candidates to review the key responsibilities and qualifications and apply for any positions that match your skills and capabilities.
The policy of General Motors is to extend opportunities to qualified applicants and employees on an equal basis regardless of an individual's age, race, color, sex, religion, national origin, disability, sexual orientation, gender identity/expression or veteran status. Additionally, General Motors is committed to being an Equal Employment Opportunity (EEO) Employer and offers opportunities to all job seekers including individuals with disabilities (in GM facilities that provide disability access). If you need a reasonable accommodation to assist with your job search or application for employment, email us at . In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.
