Description

Responsible for onsite HR/LR generalist services, to include Labor Relations, Hourly Employment, and Salaried HR administration.

As a member of GM's Human Resources Group, you will lead assigned business functions in day-to-day HR activities and provide direction and leadership that aligns and supports our objectives, mission, and culture. You will work strategically with assigned functional business leaders to improve working relationships, build engagement, increase output, attract, and retain talent, including collaborating with COEs relative to strategic workforce planning. 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.

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.

Collaborate with senior leaders, provide direction on business function's restructures, specific transformation efforts, job design and workforce/organizational planning. Hold a strong financial and forecasting acumen. Possess a deep understanding of our brands, company, function, and products.

You will maintain a strong culture and work climate that attracts and motivates staff while driving the HR function's mission.

Labor Relations

• Provide management representation in administering the provisions of agreements between union and management
• Counsel management in the interpretation of agreements and act as management representative in dealing with the union
• Work is often dealing with complex issues
• Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor
• Advise management and other plant personnel on matters related to Union-Management relationships
• Administer contractual provisions in area of responsibility
• Maintain records pertinent to Labor Relations and Hourly Personnel
• Play a principal role in local negotiations
• Share regular Labor Relations updates – Policy and grievance resolution meeting
• Coordinate the activities of various departments involved in resolving employee grievances
• Conduct special investigations as needed
• Coordinate with plant and unit management on matters concerning hourly personnel
• Provide guidance and resolution to conflicts
• Administer shop rules when appropriate

Hourly Employment

• Responsible for ensuring the proper manpower for the plant is maintained and assigned
• Administer hourly hiring, transfers, and separations for permanent, temporary, and flex employment
• Manage temporary employee hiring pool for the plant
• Advise Management, Union, and hourly employees on seniority issues
• Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor
• Frequent involvement with other work groups (i.e. Benefits, Payroll, IT, NEPC, Sedgwick, etc.) regarding employee issues, downstream data problems, or other pertinent matters)

Salaried Human Resources

• Influence the strategic agenda of the organization by building relationships at all levels to gain their commitment and belief that HR can contribute to business results, ensure HR strategy is cascaded and integrated into business strategy
• Work with sector HRBP to ensure successful completion of sector initiatives
• Support Talent Management Process – collaborate with leaders to facilitate talent identification and leadership development in support of workforce succession planning.
• Develop content and facilitate Manager (sub) HRM meetings
• Facilitate annual compensation planning and administration activities
• Interpret human resources management policies and procedures and engage SME contacts as needed for support.
• Provide talent management and performance management guidance to leaders and employees
• Counsel/coach leaders and employees on various matters
• Facilitate and/or provide support for internal investigations and Awareline complaints
• Coordinate onboarding activities for salaried new hires
• Ensure human resource transactions are processed accurately and in a timely manner utilizing HR systems
• Serve as contact for student interns
• Complete HR special projects/assignments as requested

Qualifications :

• 5+ years of Labor Relations experience
• Bachelor’s or Master’s degree in Labor Relations or Human Resources or equivalent experience
• Strong interpersonal skills in facilitation, negotiation, and conflict resolution
• Proven ability to work independently, take initiative, and work to plan
• Demonstrated analytical, organizational, and project management skills
• Strong proficient analytical, organizational, and project management skills
• Excellent written and verbal communication skills
• Highly proficient use of HR Systems and computer software application skills (i.e. Workday Kronos, PowerPoint, Word, Excel, etc.)

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc.)

This role is categorized as onsite. This means the selected candidate is expected to report to a specific location on a full-time basis.

This job may be eligible for relocation benefits.

About GM

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.

Why Join Us 

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. Every day, we want every employee to feel they belong to one General Motors team.

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Non-Discrimination and Equal Employment Opportunities (U.S.)

General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers.

All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. 

We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire.

Accommodations

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