Senior HR/LR Partner

Description

About Us

DMAX Ltd. is a wholly owned subsidiary of General Motors that produces the Duramax 6.6L V-8 turbo-diesel engine for Chevrolet Silverado HD and GMC Sierra HD pickup trucks. DMAX combines deep diesel expertise with advanced manufacturing capabilities to meet the demands of our heavy-duty truck customers.

This role will be onsite supporting our facilities in Moraine, OH and/or Brookville, OH.

What You'll Do

As a member of DMAX’s Human Resources Group, you will lead assigned business functions in day-to-day HR and LR 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. This role provides dual employment support between GM & DMAX, including two distinct employee handbooks / policy manuals with unique processes to support the operating model.

Labor Relations:

Encouraging an effective, inclusive work environment / culture and relationships

Builds and maintains strong working relationships with operations partners, Union representatives, HR colleagues, and other business partners to jointly deliver strategic objectives and resolve issues

Coordinating and assisting in IUE-CWA contract negotiations, implementation and ongoing administration of all Collective Bargaining Agreements

Investigating and preparing responses to grievances

Administer hourly and other represented compensation consistent with union and collective agreements supporting skilled, other than skilled and temporary recruiting and hiring

Leading HR efforts related to investigations, governmental inquiries / charges, grievance resolution, performance and absence management, and disciplinary action

Coaching, counseling, and educating salaried operations partners on HR policies, processes, and programs

Interpreting data and use technology to proactively identify and diagnose business needs / opportunities and develop solutions to meet those needs

Tracking and reporting on labor planning data and strategies

Support, as consultant, programs that contribute to the work environment and or development, such as Workplace of Choice (WoC), talent development programs, MFG University, recognition, etc.

Core HR:

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

Your Skills & Abilities (Required Qualifications)

5+ years of related HR and/or LR experience; highly desired in a unionized organization in manufacturing

Strong interpersonal skills in facilitation, negotiations 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, SAP, Excel, Kronos etc.)

Proficient with Data Analysis, and possess strong Microsoft Excel

Skill and proficiency in a wide range of HR practice areas

What Will Give You A Competitive Edge (Preferred Qualifications)

Workday & SAP experience preferred

Previous Labor Relations experience as an HR Business Partner is preferred

Bachelor’s Degree is preferred. Specialization in labor relations, human resources or similar

**This position will require off-shift work and overtime; must be willing and able to work flexible, and additional hours as required**

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 $88,100 – $140,700.

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.

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