HRLR Business Partner

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 :

1-5 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.)

Skill and proficiency in a wide range of HR practice areas

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.

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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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