Global HR Policy - Program Lead

Description

About the Role 

The HR Policy Program Manager is responsible for managing key HR policy programs and processes that enable consistent, compliant, and employee-centered solutions across General Motors. This role leads the U.S. salaried accommodations process, designs and implements new HR Policy processes, and partners broadly across Employee Relations and Investigations (ERI), functional and global HR teams, and Centers of Expertise (COEs). 

The ideal candidate combines strong program management, policy governance, process design, stakeholder management, and continuous improvement skills. They are comfortable translating business needs and external market insights into practical HR solutions and measurable outcomes. 

Key Responsibilities 

Program and Process Leadership 

Manage the U.S. salaried accommodations process, ensuring an effective, consistent, and well-governed experience for employees, leaders, and HR partners. 

Design, build, implement, and continuously improve HR Policy processes that support company objectives and evolving business needs. 

Lead special projects and other strategic initiatives within the HR Policy portfolio. 

Support global expansions and the implementation of scalable policy processes across regions and business areas. 

Policy Governance and Operations 

Develop and maintain policy governance practices, including process standards, ownership, documentation, review cycles, and stakeholder accountability. 

Maintain and enhance the HR Policy SharePoint site as a reliable, accessible source of policy information and resources. 

Partner with Policy Consultants to coordinate work, support project delivery, and improve consistency across policy initiatives. 

Identify opportunities to simplify, standardize, and improve the employee and manager experience associated with HR policies and processes. 

Research, Benchmarking, and Insights 

Maintain current knowledge of external HR policy trends, practices, and emerging developments. 

Benchmark relevant external approaches and adapt key insights into practical, risk-balanced solutions for GM. 

Monitor changes in the broader HR and employment landscape and assess potential implications for GM policies and processes. 

Measurement and Continuous Improvement 

Measure the effectiveness and impact of HR policies and related processes. 

Create and maintain an HR Policy scorecard that communicates results, trends, risks, and opportunities to key stakeholders. 

Use data, stakeholder feedback, and operational insights to identify improvement priorities and drive continuous improvement activities. 

Prepare concise updates and recommendations for leadership and other stakeholders. 

Collaboration and Stakeholder Partnership 

Collaborate closely within ERI and across functional and global HR teams. 

Partner with COEs and other stakeholders to align policy solutions with business, employee, and organizational needs. 

Build trusted relationships with stakeholders by providing practical guidance, managing expectations, and connecting policy decisions to business outcomes. 

Facilitate alignment across diverse perspectives and drive decisions through implementation. 

Required Qualifications  

5+ years experience in HR policy, employee relations, accommodations, HR operations, program management, or a related discipline. 

Demonstrated experience designing, implementing, and improving business processes or programs. 

Strong project management skills, including the ability to manage multiple priorities, timelines, stakeholders, and deliverables. 

Strong analytical and problem-solving skills, including the ability to translate data and insights into recommendations. 

Excellent written and verbal communication skills, with the ability to communicate effectively with employees, HR professionals, business leaders, and senior stakeholders. 

Demonstrated ability to collaborate across functions, geographies, and levels of the organization. 

Proficiency with Microsoft Office, SharePoint, and tools used to organize, analyze, and communicate program information. 

Preferred Qualifications 

Experience managing workplace accommodations or related HR case processes. 

Experience developing policy governance frameworks, scorecards, dashboards, or performance measures. 

Experience supporting global HR programs or adapting processes across countries and regions. 

Experience benchmarking external HR practices and applying insights in a large, complex organization. 

Experience working with HR Centers of Expertise, Employee Relations, or shared services teams. 

Key Competencies 

Strategic and operational thinking 

Program and project management 

Policy governance and process design 

Data analysis and continuous improvement 

Stakeholder influence and relationship management 

Sound judgment and risk-balanced decision-making 

Clear, concise communication 

Adaptability and execution in a complex environment 

Measures of Success 

U.S. salaried accommodations process is consistently managed, well-documented, and responsive to employee and business needs. 

HR Policy processes are implemented effectively, with clear governance, ownership, and documentation. 

SharePoint content is accurate, accessible, current, and easy for stakeholders to use. 

Global expansions and special projects are delivered on time and aligned with business objectives. 

HR Policy scorecard provides meaningful visibility into impact, trends, risks, and improvement opportunities. 

Stakeholders experience HR Policy as a practical, proactive, and trusted partner. 

Continuous improvement actions produce measurable gains in policy effectiveness, process efficiency, and stakeholder experience. 

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 hybrid. This means the selected candidate is expected to report to a specific location at least 3 times a week {or other frequency dictated by their manager}.

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.

Total Rewards | Benefits Overview

From day one, we're looking out for your well-being–at work and at home–so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources. 

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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