HRBP - Human Resources Business Partner (Level 7)

Job Description

Hybrid: This position requires to work 3 days on site 2 days at home remote on a full-time basis

You will partner with your 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.

Additional Job Description

• Partners with employees and management to communicate various human resources policies, procedures, laws, standards and other government regulations and provides guidance when appropriate.
• This a critical role that requires sense of urgency and time adaptability to business needs
• Must have the ability to manage data analytics and develop strategic presentations, to provide insights to the functional leaders in order to support business and org structure decisions
• Provides insight on business unit restructures, workforce planning and succession planning.
• Develop and execution of projects related to key business needs
• Works closely with employees, HR Manager and management to improve work relationships, build morale, and increase productivity and retention.
• Supports international employees with expatriate assignments and related HR matters.
• Partners with functional 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.
• Conducts exit interviews, analyzes data and makes recommendations to Business HR for corrective action and continuous improvement.
• Responds to employee relation issues such as employee complaints, harassment allegations and civil rights complaints.
• Identifies training needs for business units and individual leadership coaching needs, including performing necessary coaching to employees.
• Facilitates or provides training (including 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.
• Maintains working relationship with legal team on regards of labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions, including investigating, answering and settling grievances
• Coaches, counsels and guides managers before executing employee disciplinary actions.

Key Requirements:

-HR Professional Degrees or related careers:

or equivalent experience (+7 years)

-Experience in HR & Talent Management

-Project Management and Change management

-Succession Planning

-Headcount Administration

-Compensation planning

-HR Systems (Kronos, ADP, Workday)

-Data Analytics

-Fluent in English

Diversity and inclusion are our strengths. 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.

If you need a reasonable accommodation to assist with your employment, please mention it to the recruiter.

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 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.

Diversity Information

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.