Description

The Talent Acquisition Coordinator (TAC) Supervisor is responsible for leading a team of Talent Acquisition Coordinators to deliver a consistent, high quality interview experience for candidates and hiring stakeholders. This role focuses on day-to-day operations, coaching, and problem solving, while executing on defined processes and standards.

The ideal candidate has a strong background in recruiting coordination or operations, people supervision, and stakeholder partnership. They are comfortable managing daily workflows, leveraging AI-enabled tools where appropriate, influencing stakeholders, and modeling GM Behaviors in a fast-paced, high-volume environment.

Key Responsibilities:

Leadership & Team Management

Supervise, coach, and develop a team of 15+ TACs supporting assigned business units.
Model and reinforce GM Behaviors in day-to-day coaching, feedback, and decision-making.
Design and oversee operational plans for the TAC team (coverage models, standard work, and scheduling workflows) aligned to Talent Acquisition objectives.
Provide regular feedback, 1:1s, and development planning for TACs, including skill-building and career growth.

Interview Coordination Operations

Oversee the end-to-end interview coordination process for the Talent Acquisition Coordinator team.
Ensure work is executed in alignment with SLAs, TA policies, and compliance requirements.
Monitor workloads, adjusting assignments to maintain service levels and balance volume across the team.
Identify operational issues that impact efficiency or quality and surface recommendations to TA leadership.

Candidate & Hiring Manager Experience

Ensure TACs provide clear, timely, and professional communication to candidates and interview teams.
Review feedback and survey trends for assigned areas to spot recurring pain points, gaps, and identify paths to success.
Build strong relationships with stakeholders using data and insights to influence decisions and align expectations around interview coordination.
Reinforce candidate experience and hiring manager standards, sharing examples and best practices across the TAC team.

Change Management & Continuous Improvement

Support the implementation and adoption of new processes, automation, and AI-enabled tools for the TAC team.
Document and maintain standard operating procedures (SOPs) and team playbooks for interview coordination.
Use data to identify opportunities to streamline workflows, reduce manual steps, and improve accuracy and speed.

Metrics, Reporting, and Governance

Track and review key operational metrics for the Talent Acquisition Coordinator team.
Provide input into TA dashboards and reporting, ensuring data is accurate and reflects the TAC team’s work.
Prepare and share updates on performance, risk areas, and improvement actions with TA leadership.

Required Qualifications:

Bachelor’s degree in Human Resources, Business, Communications, or related field, or equivalent work experience.
4+ years of experience in recruiting coordination, recruiting operations, workforce operations, or similar business operations roles, preferably within a large or matrixed organization.
2+ years of people leadership experience (formal supervisor or similar capacity) supporting coordinators or operations team members.
Demonstrated ability to use data, reporting, and KPIs to monitor team performance and inform coaching and decisions.
Strong communication, stakeholder management, and problem-solving skills, with the ability to navigate ambiguity and resolve issues quickly.
Proficiency with Workday (ATS) and other applicant tracking systems and HR technology platforms; comfortable learning new tools and workflows.

Preferred Qualifications:

Experience in recruiting coordination or interview scheduling within a manufacturing, technology, or similarly complex environment.
Experience contributing to process improvement or operational efficiency initiatives, such as standardizing workflows, documenting SOPs, or participating in continuous improvement efforts.
Demonstrated use of AI and automation tools in day-to-day work to improve efficiency, quality, or stakeholder experience.
Track record of improving both operational reliability (meeting SLAs, reducing errors) and experience outcomes (candidate or hiring manager satisfaction).

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 $88,100 – $140,700

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 based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}.

This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

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.

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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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