From a day-to-day perspective this role is more focused on the labor relations (80%) aspect than human resources (20%).

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 UAW contract negotiations, implementation and ongoing administration of the National, Local and Subsystems 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 subsystems 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), DEI, development programs, MFG University, recognition, etc.

• Support People Involvement and implementation of our Global Manufacturing System (GMS).

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.

Additional Description

Your Skills & Abilities (Required Qualifications)

• 5+ years of related manufacturing experience, preferably in a unionized organization

• 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, 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 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

GM DOES NOT PROVIDE IMMIGRATION-RELATED SPONSORSHIP FOR THIS ROLE. DO NOT APPLY FOR THIS ROLE IF YOU WILL NEED GM IMMIGRATION SPONSORSHIP (e.g., H-1B, TN, STEM OPT, etc.) NOW OR IN THE FUTURE.

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Diversity Information

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 workforce diversity creates an environment in which our employees can thrive and develop better products for our customers. 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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