HR Manager - Global Finance

ellence in HR is delivered by providing excellent service delivery, striving for uniform and standard methodology delivery.

What You'll Do:

• Lead the design, implementation, and optimization of talent management strategies, including talent acquisition, performance management, leadership development, and succession planning.

• Collaborate with senior leadership to understand business needs and develop HR initiatives that drive organizational growth and employee engagement.

• Develop and implement comprehensive employee development programs aimed at enhancing employee skills, promoting career growth, and ensuring high levels of retention.

• Manage the performance review process, providing guidance and support to managers to ensure effective feedback, goal-setting, and development plans for employees.

• Analyze HR metrics to measure the effectiveness of talent management programs and make data-driven recommendations for improvement.

• Support diversity, equity, and inclusion initiatives to ensure a fair, equitable, and inclusive work environment.

• Provide coaching and consultation to managers and employees on talent management best practices, conflict resolution, and employee relations.

• Ensure compliance with legal requirements and company policies in all HR-related activities.

• Stay up to date with the latest trends in HR, talent management, and employee engagement to continually improve programs and practices.

• Partner with employees and leaders to communicate various HR policies, procedures, laws, standards, and other government regulations and provides guidance when appropriate; often

• Create a high touch/personal HR experience by supporting employees with questions, concerns, and general engagement

• Translates strategies into clear direction for their team. Reprioritizing and reallocating resources as appropriate based on changing business needs. Offers direction to subordinates in accordance with established company policies.

• Develops plans for people resources and ensures that team members are continuing to grow their skills and competencies. Has continued career discussions with their team and knows where to allocate resources based on unique strengths of everyone on the team.

• Is accountable for workforce planning, operational and often financial decisions in the area managed.

• Drive a performance-driven culture through high-touch performance management, including guiding managers on employee disciplinary actions and performance improvement plans

• Consulting on organizational design including optimization/transformation, business unit restructures, and workforce and succession planning

• Partner with Policy & Investigation Centre of Expertise (COE) to resolve complex salaried employee relations issues and investigations.

• Respond to employee relation issues such as employee complaints and concerns

• Consult with leaders and Talent Acquisition to fill open positions strategically within the organization, including participation in interviews and supporting the offer process

• Compensation analysis during yearly comp planning, internal mobility, and recruiting

• Support international employees with expatriate assignments and related HR matters

• Conduct exit interviews, analyze data, and make recommendations for corrective action and continuous improvement

• Function as escalation point of contact for uncommon or exceptional employee issues.

• Partner with Legal and Government to maintain in-depth knowledge of employment requirements related to management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with legal departments as needed/required

• Guide, support, and train People HR partners to deliver great Employee Experience.

• Support enterprise-initiatives, including Talent Spotting, Workplace of Choice, Diversity, Equity, and Inclusion, and compensation programs.

• Identify training needs for business units and individual leadership coaching needs, including performing necessary coaching to employees in partnership with COEs

Additional Description

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred).

• 5-10 years of progressive experience in human resources, with a focus on talent management or a related area.

• Proven experience in managing talent acquisition, employee development, and performance management systems.

• Knowledge of employment laws and regulations.

• Excellent interpersonal, communication, and problem-solving skills.

• Ability to think strategically and act as a trusted advisor to leadership.

• Proficiency with Workday and other Microsoft Office products.

• Demonstrated ability to manage multiple priorities in a fast-paced environment.

• Certification in HR (SHRM-CP, PHR, or similar) is a plus.

Relocation:

• This job may be eligible for relocation benefits

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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About GM

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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, no matter their background, ethnicity, preferences, or location, to feel they belong to one General Motors team.

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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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