As a Change Management & Process Design Lead within the Foundations Enablement organization, you will play a critical role in shaping, optimizing, and enabling end-to-end HR processes that deliver a seamless, efficient, and employee-centered experience. This role blends deep process expertise with strong change management capabilities to ensure that redesigned processes are not only well-built, but also well-adopted across the HR ecosystem.
You will partner closely with HR leaders, Centers of Expertise (COEs), HR Technology, HR Operations, and regional/global stakeholders to translate business needs into scalable, standardized processes—and lead the change strategies required for successful implementation. The ideal candidate combines analytical rigor, strong facilitation skills, and a people-centered approach to change.
Key Responsibilities
Process Design & Optimization
- Collaborate with HR stakeholders to understand business goals, service delivery needs, and pain points in current processes.
- Map current-state HR processes (e.g., onboarding, performance management, job changes, learning, talent acquisition) and design future-state workflows that improve consistency, scalability, and employee experience.
- Partner with Project Managers and Stakeholders to facilitate process discovery, design, and decision-making sessions across COEs, HRBPs, and regional HR Operations teams.
- Ensure HR process designs align with enterprise standards, data governance, compliance requirements, and system capabilities (e.g., Workday, ServiceNow).
- Partner with HR Technology, People Operations and Service Centers to translate process requirements into functional and technical designs.
- Document detailed process maps, RASCI matrices, business requirements, and standard operating procedures (SOPs).
- Identify opportunities to automate manual steps, eliminate redundancies, streamline handoffs, and clarify ownership within and across HR functions.
- Monitor and analyze process performance metrics, leveraging data to drive continuous improvement and simplification.
- Maintain a library of approved HR process documentation and ensure version control.
Change Management Leadership
- Develop and execute change management strategies and plans to support the rollout of new or redesigned HR processes, policies, or technologies.
- Conduct change impact assessments to identify stakeholder groups, key impacts, adoption risks, and required enablement activities.
- Create and deliver communication plans, stakeholder engagement strategies, and clear messaging to support adoption and minimize resistance.
- Develop training materials, quick reference guides, and learning content to enable smooth transitions to new processes or tools.
- Partner with COEs, HR Business Partners, and regional leaders to ensure readiness and alignment before go-live.
- Track and measure adoption, behavioral change, and stakeholder feedback, adjusting change plans as needed.
- Promote a consistent change management methodology across the Foundations Enablement portfolio.
Cross-Functional Collaboration
- Act as a liaison across COEs, HR Operations, HR Technology, and Implementation teams to ensure cohesive delivery of process and change work.
- Facilitate conversations to drive clarity, resolve process or change-related issues, and ensure alignment across global and regional partners.
- Translate complex process or change concepts into clear, digestible information for diverse audiences, including leadership.
Qualifications
Required
- Bachelor’s degree in Human Resources, Business, Industrial Engineering, Organizational Development, or related field.
- 3–5 years of experience in HR process design, HR operations, business process improvement, or organizational change management.
- Strong understanding of HR service delivery models and employee lifecycle processes.
- Proficiency with process mapping, documentation, and workflow design tools.
- Demonstrated experience developing and executing change management plans.
- Excellent facilitation, communication, and stakeholder engagement skills.
- Ability to synthesize diverse inputs and design solutions that balance efficiency, compliance, and employee experience.
- Fluent in English & Spanish. Desirable Portuguese
Preferred
- Experience with HR technology platforms such as Workday, ServiceNow, or SuccessFactors.
- Certification in change management methodology (e.g., Prosci, ACMP).
- Background in Design Thinking or human-centered design.
- Certification in Lean, Six Sigma, or Business Process Management (BPM).
- Experience working in a global, matrixed HR organization or shared services environment.
- Familiarity with automation or digital workflow tools (e.g., Power Automate, UiPath).
Key Competencies
- Process Thinking: Applies structured methodologies to analyze, design, and optimize HR processes.
- Change Leadership: Plans and implements strategies to drive adoption and minimize disruption.
- Employee-Centered Design: Creates solutions with empathy for end users and impacted groups.
- Collaboration: Builds strong, trusted relationships across HR, technology, and business partners.
- Continuous Improvement: Identifies and acts on opportunities to simplify, standardize, and automate.
- Change Agility: Navigates shifting priorities, new technologies, and emerging business needs with resilience.
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 respect and value what each individual contribution to our team, including their origin, education, sex, race, ethnic group, sexual orientation, gender expression and / or identity, religious context, age, generation, and disability. We believe that our ability to meet the needs and expectations of an increasingly diverse and global customer base is closely linked to the diversity and inclusion that we experience within General Motors.
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