Job Description

LEVEL EXPECTATIONS:

Intermediate level professional, requiring independent judgment and decision-making on significant matters as well as experience and or specialized training typically obtained through a specialized course of academic instruction.

EXPERTISE:

- Demonstrates very good understanding of the processes and procedures relevant to own work area with the ability to exercise decision-making skills sufficient to identify and propose solutions to leadership. Understands different areas of their function and how the operations of their area relate to others.
- Identifies and corrects non-routine problems in existing systems and processes through independent judgment.  Independently identifies and applies appropriate company policies and procedures to resolve a variety of issues.
- Works under general supervision with limited guidance and direction. Determines an appropriate course of action within broad guidelines and can handle nearly every standard or typical request independently. 

COMPLEXITY:

- Exercises judgement within defined procedures and practices to determine appropriate action.
- Applies learned techniques to drive the solution to a problem, which typically will involve coordinating and integrating efforts of a diverse team of colleagues.
- Engages in daily interactions with subordinates and/or peers from other functional groups. These interactions typically involve the exchange or presentation of information. Required to collaborate with team members 1-2 levels above.
- Adapts communication style to reach agreement in own area in situations of moderate complexity, demonstrates flexibility and ability to compromise.

SCOPE AND IMPACT:

- Handles a range of moderate scope problems that are frequently routine but may vary, requiring analysis of various factors. Follows through on difficult situations and is expected to see through resolution.
- Proposes new initiatives and delivers solutions, driving cross team efforts. Recommends opportunities for process improvement to leadership & proactively anticipates needs within own area.
- Employee’s impact is typically within their immediate work area and occasionally across their function.

Employee experience:

Guide employees & leaders thru WD in different process such as: career path, compensation, documents, talent cards, etc.

Supports international employees with expatriate assignments and related HR matters.

Partners with employees to conduct Career Development discussions.

Bring support and guidance to the employee during renewal HR process.

Partner with employees to conduct Career Development discussions

Performance management        

Partners with management to conduct Performance Improvement discussions: including coaching, consulting, corrective actions, and crisis relations.

Partners with employees to help improve on performance concerns: including coaching, consulting, corrective actions, and crisis relations

Guide and communicate to leaders when a disciplinary action is needed

Elaborate disciplinary action letter to file, apply and update into WD

Onbording        

Workday system follow up - assure onboarding into the system

Salary proposal review

Support leaders/employees to request equipment (laptop, cellphone, vehicle, etc)

1st day introduction/onboarding coordination

Stay interview - 30 days after hire & actions in case of needed"

Offboarding

Update voluntary termination request into Workday (voluntary termination letter)

Follow up voluntary termination process: checklist, agreement on the termination date, equipment deliver

Work closely with leader and Talent Services to assure termination process: CVO, EEVP, Equipment, payment.

Update involuntary termination movement into Workday

Conducts exit interviews, analyzes data and makes recommendations to HR Manager for corrective action and continuous improvement.

Evaluate pension plan cases for business function plan if needed

Support employee who requests pension plan

Explain details of pension plan, explain payment

Update pension plan movement into WD + pension plan letter

Training and development        

Facilitates or provides training (including orientation, Demystify HRM, Conducting Career Development discussions etc.) to the workforce - coffee talks

HR Policies

Communicate/educate business leaders on significant, relevant changes in HR

Additional Job Description

Knowledge:

Bachelor's degree in Human Resources, Business Administration, Industrial Engineering or related field

Experience in human resources (4+ yrs)

Excel, PBI and data analysis tools

Competencies Required:
 

Stakeholder Experience OrientationNegotiationPersuasive CommunicationTimely Problem SolvingManaging PerformanceAbility to work independently and as part of a teamCoaching

Diversity and inclusion are our strengths. 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.

If you need a reasonable accommodation to assist with your employment, please mention it to  the recruiter.

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 aspire to be the most inclusive company in the world. 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. Our Work Appropriately philosophy supports our foundation of inclusion and provides employees the flexibility to work where they can have the greatest impact on achieving our goals, dependent on role needs. Every day, we want every employee, no matter their background, ethnicity, preferences, or location, to feel they belong to one General Motors team.

Diversity Information

General Motors is committed to being a workplace that is not only free of discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that workforce diversity creates an environment in which our employees can thrive and develop better products for our customers.   We understand and embrace the variety through which people gain experiences whether through professional, personal, educational, or volunteer opportunities. 

We encourage interested candidates to review the key responsibilities and qualifications and apply for any positions that match your skills and capabilities.