Description
The HR Business Partner (HRBP) is an advisor and performance enabler who partners with business leaders to drive organizational effectiveness through people. As the first point of contact for complex human capital matters, the HRBP delivers high-impact HR solutions aligned with GM’s business purpose, strategy, and culture. Key Responsibilities: Partner with business leaders to define and execute talent strategies, including workforce planning, job design, and organizational transformation. Serve as a trusted advisor, guiding leaders through ambiguity and change. Build credibility and influence across teams without relying on formal authority. Use data and insights to drive strategic decisions and demonstrate HR’s impact. Collaborate with Centers of Excellence (CoEs) to deliver business-aligned HR solutions. Lead organizational design efforts to optimize performance and support transformation. Offer clarity, calm, and actionable solutions for complex HR issues. Apply advanced analytical and problem-solving techniques to resolve non-standard challenges. Diagnose root issues and co-create solutions with CoEs and HR Operations. Serve as a catalyst for change during periods of transformation, helping leaders navigate organizational shifts with clarity and confidence. Influence outcomes without authority, shaping direction and driving adoption of new approaches across the broader functional area. Drive leadership development and build people leader effectiveness. Act as a talent scout, identifying performance gaps and strengths across teams. Shape and protect the employee experience to ensure alignment with company values and goals. Provide guidance on complex employee relations matters, using sound judgment, established frameworks, and consideration of business and legal risk. Serve as a mentor and resource for junior HR team members, providing coaching coaching, thought leadership, and guidance on complex or sensitive issues. Expertise: Recognized as a fully qualified HRBP with deep knowledge of HR practices, policies, and employment law, as well as a broad understanding of related business functions. Serves as a trusted advisor to leaders, providing strategic guidance on workforce planning, organizational design, and employee relations. Uses advanced analytical and problem-solving skills to identify opportunities for process improvement and develop innovative HR solutions aligned with business objectives. Complexity: Handles diverse and complex challenges requiring independent judgment and strategic thinking. Develops solutions based on limited precedent and incomplete information, often addressing issues that are new to the organization. Leads initiatives that involve multiple moving parts, requiring collaboration across functions and influencing stakeholders with differing priorities. Uses data-driven insights to build business cases and overcome resistance to change. Scope and Impact: Operates with significant influence across the business area supported, driving HR strategies that impact organizational performance. Owns the development and delivery of solutions, leading cross-functional efforts and championing change management. Builds strong relationships with senior leaders and external partners, mentors junior HR team members, and serves as a role model for accountability and inclusion. Impact extends beyond immediate client groups to broader functional strategies. Qualifications Bachelor’s degree in human resources, Business, or related field (advanced degree preferred) or equivalent professional experience. 7 or more years of progressive HR experience, preferably in a business partnering role. Proven experience in, talent management, and leadership development, organizational design. Strong understanding of HR systems, analytical tools, and CoE frameworks. Exceptional communication, problem-solving, and stakeholder management skills. Demonstrated ability to solve complex, highly variable challenges requiring strategic thinking and professional judgment. Proven track record of influencing senior stakeholders, driving cross-functional initiatives, and implementing solutions with significant operational impact. Strong analytical skills with the ability to use data to diagnose issues, inform decisions, and persuade stakeholders. Compensation: Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. The salary range for this role is $91,100 - $160,400. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.
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}.
The selected candidate will be required to travel
