HR/LR Business Partner

On Site: This position requires to work on site on a full-time basis

• →Create a high touch/personal HR experience by supporting employees with questions, concerns, and general engagement.
• →Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations and provides guidance when appropriate.
• →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.
• →Works closely with employees, Business HR, and managers to improve work relationships, build morale, and increase productivity and retention.
• →Partner with BHR related to Talent Management and Development matters providing data and support on implementation of actions.
• →Provide talent and performance management guidance to leaders (i.e. coaching, consulting, corrective actions, and crisis relations).
• →Partner with Policy & Investigation COE to support complex employee relations issues and investigations.
• →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.
• →Identifies individual leadership coaching needs and performs necessary coaching to employees.
• →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.

• Maintains working relationship with union officials and adheres to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions, including investigating, answering, and settling grievances.
• Administer hourly and other represented compensation consistent with union and collective agreements.
• Implement local and national agreements and participate in negotiations where required.
• Support People Involvement and implementation of our Global Manufacturing System (GMS).
• Support, as consultant, programs that contribute to the work environment and or development, such as WoC, DEI, development programs, MFG University, recognition, etc.

• Bachelor’s Degree: Administration, Industrial Engineer, or any related field.
• Required experience in similar position: from 2 to 4 years (working in automotive industry or in manufacturing).
• Available to change shifts as required (4x3, 5x2, 6x1).
• English Level: Advanced.

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.

In case you need any reasonable adjustment to continue with your process, let your recruiter know.

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 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 respect and value what each individual contribution to our team, including their origin, education, sex, race, ethnic group, sexual orientation, gender expression and / or identity, religious context, age, generation, and disability. We believe that our ability to meet the needs and expectations of an increasingly diverse and global customer base is closely linked to the diversity and inclusion that we experience within General Motors.

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.

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.

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.

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