Performance Accountability Specialist

Description

The Role

The Performance Accountability Specialist (L6) is an individual contributor responsible for front-line support across the performance accountability process for under-performing non-contract salaried employees within assigned geography. 

This role directly supports managers through intake, triage, coaching, Plan for Improvement (PFI) administration, documentation, employee and manager communications, and exit processing when required. 

The role directly partners with people managers, HRBPs, Legal, and the Employee Relations Team to deliver consistent, fair, timely, and compliant outcomes aligned to global standards and local country requirements. 

What You’ll Do

Manage formal performance accountability cases end to end, including intake, documentation, tracking, milestone management, decisions, outcomes, and closure within established service levels. 

Coach and guide managers and HRBPs through the formal performance accountability process, including when to address issues informally, when to transition to the formal process, documentation expectations, and stakeholder roles. 

Draft, review, and quality-check PFIs, letters, case summaries, and supporting documentation using standard templates, SOPs, and country-specific guidance. 

Maintain accurate case records and system data to support reporting, audit readiness, process consistency, and follow-up actions. 

Support case intake and triage by assessing requests, prioritizing and routing work, and coordinating with Legal and regional SMEs where local requirements or works council considerations apply. 

Communicate clearly and professionally with managers, HR partners, and employees throughout the process, including supporting performance meetings, formal outcome communications, and required post-outcome actions such as separation or exit processing when applicable. 

Identify and escalate legal, reputational, employee relations, or process risks appropriately, while following all documentation, confidentiality, and compliance requirements. 

Contribute case insights, trends, and lessons learned to KPI and quality reviews, training, office hours, FAQs, and continuous improvement efforts. 

Required Qualifications

Bachelor’s degree in Human Resources, Business, Industrial/Organizational Psychology, or a related field, or equivalent experience in HR or Employee Relations. 

3+ years of experience in HR, Employee Relations, Performance Management, or a related people function, including hands-on case management experience. 

Demonstrated ability to interpret and apply HR policies and performance management frameworks in a practical, consistent way. 

Experience using HRIS or case management tools, preferably Workday, to manage cases, maintain records, and support reporting. 

Strong written communication skills, including the ability to prepare clear, objective, and defensible performance documentation. 

Strong judgment, discretion, and integrity in handling sensitive employee matters, including ability to identify and assess potential risk in sensitive employment situations. 

Ability to manage multiple cases and deadlines in a fast-paced environment with strong attention to detail and follow-through. 

Collaborative approach and ability to work effectively across managers, HRBPs, Legal, and regional stakeholders. 

Preferred Qualifications

5+ years of HR or Employee Relations experience, including direct involvement in formal performance management, PFIs, or complex employee relations matters. 

Experience supporting multi-country or global populations, including familiarity with works councils or country-specific employment requirements. 

Experience working in a Center of Excellence or centralized HR operating model. 

Strong data orientation, including comfort reviewing case metrics, spotting trends, and identifying process improvement opportunities. 

Demonstrated ability to coach managers through difficult performance conversations with empathy, clarity, and accountability. 

Familiarity with GM Behaviors and GM performance and talent processes and how they connect to underperformance and formal outcomes. 

Compensation:

The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws.

The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.

The salary range for this role is $80,700-$109,400. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.

Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.

Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.

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 based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}.

This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

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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