The Project Manager within the HR Foundations Enablement organization plays a critical role in driving high-impact HR projects that enhance operational efficiency, improve employee experience, and support enterprise-wide transformation efforts. This role partners with Employee Service Centers, HR Technology, Field HR, CoEs, IT, and vendors, and cross-functional business teams to deliver integrated, scalable solutions.
You will lead projects from discovery through implementation, ensuring alignment with strategic priorities, effective change management, and strong communication throughout. The ideal candidate thrives in complexity, enjoys solving people-process-technology challenges, and brings structure, clarity, and momentum to ambiguous environments.
Key Responsibilities
Project Leadership & Delivery
- Lead the planning, execution, and delivery of HR projects of varying scope and complexity (process redesign, technology enablement, policy updates, org transitions, and more).
- Create and manage project plans, roadmaps, risks, timelines, budgets, and status updates.
- Drive cross-functional alignment, ensuring project goals, roles, and decisions are clear.
- Facilitate decision-making by preparing clear recommendations, options, and impact analyses.
- Ensure final project outcomes meet established success criteria and stakeholder expectations.
Stakeholder Engagement & Communication
- Serve as a primary point of contact for project stakeholders across HR and the enterprise.
- Translate complex technical or strategic concepts into clear, consumable updates for executives and partners.
- Lead effective project meetings, workshops, and working sessions.
- Build relationships across the organization to proactively identify dependencies and drive collaboration.
Process & Change Enablement
- Partner with Process Designers, Change Management Leads, and Data & Reporting Analysts within the Foundations Organization to architect end-to-end solutions.
- Support change management activities including readiness assessments, communications, training, and stakeholder engagement.
- Identify and eliminate inefficiencies, ensuring processes and solutions are sustainable and scalable.
- Promote consistent project management standards, methodologies, and best practices.
Data, Insights & Risk Management
- Track and measure project performance, outcomes, and adoption.
- Use data to drive decisions, inform recommendations, and monitor progress.
- Identify project risks, bottlenecks, and interdependencies; develop mitigation strategies proactively.
- Ensure documentation, requirements, and project artifacts are complete and maintained.
Qualifications
Required
- Bachelor’s degree in Business, HR, Organizational Development, or related field (or equivalent experience).
- 3+ years of project management experience, preferably within HR, Operations, or large-scale transformation environments.
- Strong communication, facilitation, and stakeholder management skills.
- Proven ability to lead complex, cross-functional initiatives from discovery through execution.
- Experience using project management tools (e.g., Smartsheet, Asana, Jira, MS Project).
- Ability to translate ambiguous problems into structured work plans and clear deliverables.
- Fluent in English and Spanish and desirable Portuguese
Preferred
- Background working within HR functions such as HR Operations, Talent, Total Rewards, or HR Technology.
- Experience in shared services, enterprise transformation, or process improvement.
- Certification in Project Management (PMP, CAPM, Agile/Scrum).
- Familiarity with change management methodologies (e.g., Prosci).
- Experience working with analytics partners to define metrics and measure impact.
Key Competencies
- Collaborative Leadership: Builds trust and alignment across teams and levels.
- Structured Thinking: Uses frameworks and logic to simplify complexity.
- Execution Excellence: Drives clarity, urgency, and accountability.
- Adaptability: Navigates ambiguity with calmness, creativity, and resilience.
- Employee-centric Mindset: Designs solutions with the employee experience in mind.
- Systems Thinking: Understands how people, processes, and technology interact.
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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