Senior HRLR Business Partner

hancing the employee experience.

• Coordinate the activities of departments involved in resolving employee grievances; organize and present cases that reflect management's position (documentation, policies, supporting data, etc.).

• Maintain accurate LR documentation (e.g., grievance filing and tracking, investigations, local agreements and practices, meeting minutes).

• Provide guidance and resolution on workplace conflicts; administer shop rules and discipline in alignment with policy and local agreements.

• Monitor cultural and grievance trends, proactively developing and executing action plans to address underlying issues.

Hourly Employment

• Ensure the plant maintains appropriate hourly manpower, actively monitoring attrition, retention, and staffing plans using data analytics to drive decisions.

• Administer hourly hiring, transfers, and separations (permanent, temporary, and part-time) in accordance with contractual provisions.

• Advise management, union, and employees on seniority and related contractual requirements.

• Partner with internal stakeholders (Benefits, Payroll, IT, NEPC, Sedgwick, etc.) to resolve employee issues and downstream data problems.

• Maintain data integrity within Workday and other HR systems for the hourly workforce as needed.

Salaried Human Resources

• Build strong relationships with leaders at all levels to ensure HR strategy is aligned and integrated into business strategy.

• Partner with Sector HR and Manufacturing HR to execute enterprise and sector-level initiatives.

• Support Talent Management processes, including talent reviews, succession planning, and leadership development.

• Facilitate annual compensation planning and administration activities for salaried employees.

• Interpret HR policies and procedures; engage subject-matter experts (Compensation, Benefits, Legal, etc.) as needed to ensure consistent, compliant application.

• Coach and counsel leaders on performance management, development, and employee relations matters.

• Support internal investigations and Awareline cases in partnership with the appropriate COEs.

• Support salaried onboarding and orientation, ensuring a high-quality, consistent employee experience.

• Ensure HR transactions and employee data are processed timely and accurately in HR systems.

• Serve as HR contact for student interns and early career talent within assigned functions.

• Lead or support HR projects and special assignments for the site and/or function.

• Use data and people insights (e.g., engagement, turnover, staffing metrics) to inform decisions and propose actions that move the business forward.

Your Skills & Abilities (Required Qualifications)

• Bachelor's degree or equivalent education and experience.

• 5+ years of combined Human Resources and Labor Relations experience.

• Plant manufacturing experience (e.g., production, HR/LR in a plant, or operations support).

• Strong interpersonal skills in facilitation, coaching, negotiation, and conflict resolution.

• Demonstrated analytical, data, and process skills, including the ability to interpret data and use insights to recommend action.

• Proven ability to work independently, take initiative, and deliver against plan in a fast-paced environment.

• Excellent written and verbal communication skills, including the ability to simplify complex HR/LR topics for varied audiences.

• High proficiency with HR systems and Microsoft Office tools, including Workday, Excel, and timekeeping/HR case tools (e.g., Kronos, EthicsPoint or similar).

What Will Give You a Competitive Edge (Preferred Qualifications)

• Prior HR or Labor Relations experience in a unionized manufacturing environment.

• Experience with UAW contract administration.

• Hands-on experience with Kronos and Workday in a plant setting.

Work Expectations

• This position is onsite on a full-time basis and supports a 24/7 manufacturing operation.

• Periodic off-shift and weekend work is required to support operations and employee engagement across all shifts.

About GM

Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.

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 to feel they belong to one General Motors team.

Total Rewards | Benefits Overview

From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources.

Non-Discrimination and Equal Employment Opportunities (U.S.)

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 providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers.

All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws.

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.

Accommodations

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