Global Talent Operations Process & Enablement Analyst

Description

The Global Talent Operations Process & Enablement Analyst improves the processes, tools, governance, and ways of working that help Global Talent operate effectively at scale.
You’ll identify opportunities to reduce friction, recommend practical solutions, and help implement and sustain improvements. This role combines process expertise, stakeholder partnership, thoughtful governance, and the responsible use of AI and automation to improve how work gets done.  Your work will help GM deliver consistent, high-quality development experiences for employees while enabling Global Talent teams to focus on strategic priorities.

What you’ll do
Improve processes and ways of working

• Analyze workflows, handoffs, and stakeholder experiences to identify root causes and opportunities for improvement.
• Lead moderate-scope improvements from discovery through implementation, iteration, and sustainment.
• Create and maintain process maps, standard work, job aids, intake paths, role definitions, and governance documentation.
• Use data and feedback to monitor adoption, measure effectiveness, resolve issues, and prioritize improvements.

Enable localization and translation

• Improve the intake, prioritization, routing, review, approval, and delivery of localized and translated learning and talent-management content.
• Coordinate content owners, subject-matter experts, vendors, tools, and stakeholders to improve quality, turnaround time, consistency, reuse, and self-service.
• Clarify trade-offs and establish practical guidance that makes global delivery more efficient and scalable.

Strengthen onboarding

• Design and maintain onboarding experiences that help direct and contract employees contribute quickly.
• Improve access to tools, information, and working connections while clarifying ownership, handoffs, and expectations.
• Use feedback and data to improve onboarding consistency, usefulness, and scalability.

Optimize information management

• Improve Records and Information Management and Information Lifecycle Management practices across Global Talent.
• Clarify information ownership, classification, retention, access, and lifecycle expectations.
• Improve findability, reduce content sprawl, and translate requirements into practical, sustainable ways of working.

Partner across Global Talent

• Support centralized Global Talent processes and services by providing guidance, triage, and routing.
• Partner with stakeholders to clarify needs, evaluate options, resolve trade-offs, and coordinate dependencies and decisions.
• Build trust through transparent communication, sound judgment, and reliable follow-through.

Use technology thoughtfully

• Identify repetitive, inconsistent, manual, or high-friction work that may benefit from process changes, AI, or automation.
• Explore and test practical solutions within privacy, security, quality, compliance, and governance expectations.
• Define appropriate human review, decision points, and escalation paths where context, empathy, judgment, or accountability matter.
• Evaluate results, document learnings, and help implement solutions that deliver meaningful value.

What success looks like

• Global Talent processes are clear, documented, adopted, and maintained.
• Localization and translation work is efficient, consistent, resource-conscious, and scalable.
• Direct and contract employees receive timely access to the information, tools, and connections they need to become productive.
• Information is easier to find, manage, retain, and use appropriately.
• Stakeholders experience less duplication, rework, ambiguity, and manual coordination.
• Improvements produce measurable gains in efficiency, quality, consistency, or stakeholder experience.
• Technology-enabled solutions are useful, responsibly governed, adopted, and sustainable.

What you’ll bring

• 2+ years of experience in HR, operations, or analytics.
• Degree or equivalent experience.
• Experience analyzing, improving, documenting, or managing business processes.
• Experience coordinating cross-functional projects or improvement initiatives.
• Strong problem-solving, critical-thinking, organizational, and communication skills.
• Ability to turn ambiguous needs into clear options, recommendations, and next steps.
• Ability to connect human needs, business processes, governance, and technology-enabled solutions.
• Curiosity about AI, automation, and emerging workplace technologies, paired with sound judgment about where human involvement is essential.
• Ability to build relationships and influence without direct authority.
• Comfort working across changing priorities, multiple stakeholders, and evolving requirements.
• Experience with workflow, collaboration, documentation, reporting, or information-management tools.
• Experience with localization, translation, onboarding, records management, information lifecycle, learning, talent, or HR operations is preferred.

Location: This role is based remotely but if you live within a 50-mile radius of (Atlanta, Austin, Detroit, Warren, Milford or Mountain View), you are expected to report to that location three times a week, at minimum.

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., H-1B, OPT, STEM OPT, CPT, TN, J-1, etc.)

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 $84,100 - $129,100. 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.

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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