People Analytics Leader, Journeys and COE Consulting

Descripción

About the Role:

We are seeking a Leader for People Analytics Journeys & COE Consulting to lead a team of embedded insights partners supporting GM’s HR Centers of Excellence and priority employee journeys. This leader will shape how people analytics consulting and journey‑based insights inform talent strategies, program design, and decision‑making across domains such as Talent Acquisition, Talent Management, Learning, Rewards, Services and Corporate Citizenship. If you thrive at the intersection of analytics, consulting, and HR transformation—and enjoy turning complex questions into clear, actionable insights for senior stakeholders, this role offers the opportunity for meaningful enterprise impact.

Why This Role Matters:

This role sits at the center of how GM’s HR COEs and key journeys access and apply people insights. By leading the Journeys & COE Consulting team, you will move analytics from one‑off requests to integrated, journey‑centric consulting that guides how we hire, develop, move, reward, and support our people—ultimately strengthening both employee experience and business outcomes.

What You’ll Do:

• Lead the Journeys & COE Consulting Portfolio
  Set the strategy and operating rhythm for a team of people analytics consultants embedded to HR COEs and critical employee journeys, aligning the work with the broader HR Strategy & Enablement mission and People Analytics organization, and focusing on the highest‑value talent, organizational health, and transformation questions.
• Deliver Strategic Consulting & Insights
  Oversee high‑impact consulting engagements that apply people data to topics such as hiring, internal mobility, retention, capability building, and workforce health—translating analytics into clear recommendations for senior HR and business leaders.
• Enable COEs in the Shift to Journey ‑Centric Insights
  Partner with COE leaders to support and enable their shift toward end‑to‑end journeys and “moments that matter,” co‑defining the metrics, signals, and insight products that guide design, investment, and continuous improvement.
• Connect Journeys with the Integrated People Analytics Team Operating Model
  Work closely with Employee Voice, Reporting & Data Enablement, Data Science, and Workforce Planning leaders to ensure consulting questions are supported by the right data foundations, products, and research.
• Strengthen Ways of Working & Governance
  Help define engagement standards, intake and prioritization criteria, success measures, and consulting toolkits so the Journeys & COE Consulting team operates consistently and transparently across stakeholders.
• Influence, Enable, and Build Data Literacy
  Build trusted relationships with executives and HR leaders, increase comfort using people analytics in decisions, and coach partners on framing the right questions, interpreting insights, and acting on recommendations.

What We’re Looking For:

Experience

• 12+ years in People Analytics, HR analytics, workforce planning, or related consulting/strategy roles , with significant experience in client‑facing analytics consulting.
• 5+ years leading teams or cross‑functional initiatives in analytics, consulting, or HR strategy, ideally in complex, global environments.
• Proven track record leading high‑impact consulting engagements that influenced talent strategy, organizational effectiveness, or large‑scale HR programs.

Expertise

• Deep understanding of the HR lifecycle and journeys (e.g., talent acquisition, development, mobility, rewards, engagement, exits) and how analytics supports decisions along those journeys.
• Strong familiarity with analytics operating models (consulting, COE partnering, enablement/platform) and how to work within an integrated People Analytics “triad” structure.
• Applied experience using HR data and analytics (and, ideally, tools such as Visier, Workday, and BI platforms) to inform executive decisions; hands‑on tools expertise is a plus but not required.

Skills

• Exceptional consulting, problem‑solving, and storytelling skills—able to turn ambiguous questions into structured approaches and decision‑ready narratives.
• Comfort working with senior and executive stakeholders , balancing strategic thinking with pragmatic recommendations and clear trade‑offs.
• Strong enterprise and systems thinking , with the ability to connect local COE needs to enterprise standards, data foundations, and common patterns.
• Demonstrated change leadership , curiosity, and a continuous‑improvement mindset.

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 $192,700 – $294,600. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.

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.)

Este puesto se desempeña remotamente, pero si el candidato seleccionado vive dentro de un radio específico de una milla de un centro de GM, deberá presentarse en el lugar tres veces por semana {o con otra frecuencia indicada por su líder}.

El candidato seleccionado deberá viajar menos del 25 % del tiempo para este puesto.

Este puesto podría ser elegible para beneficios de relocalización.

Información sobre diversidad

General Motors se compromete a ser un lugar de trabajo en el cual no solo no haya discriminación indebida, sino que fomente con sinceridad la inclusión y el sentido de pertenencia. Creemos firmemente que la diversidad del personal crea un entorno en el cual nuestros empleados pueden prosperar y desarrollar mejores productos para nuestros clientes. Instamos a los candidatos interesados a que revisen las responsabilidades y aptitudes clave para cada puesto y se postulen para los puestos que coincidan con sus habilidades y capacidades. Es posible que, cuando corresponda, se les pida a los solicitantes que están en el proceso de contratación que completen satisfactoriamente una o más evaluaciones relacionadas con su función y/o una evaluación previa al empleo antes de comenzar a trabajar.  Para obtener más información, visite Cómo contratamos.

Declaración de igualdad de oportunidades en el empleo (EE.UU.)

General Motors se enorgullece de ser un empleador que ofrece igualdad de oportunidades.  Todos los solicitantes calificados serán tenidos en cuenta para el empleo sin distinción de raza, color, religión, sexo, orientación sexual, identidad de género, nacionalidad, discapacidad o condición de veterano protegido. 

Adecuaciones (EE.UU. y Canadá)

General Motors ofrece oportunidades a todos los solicitantes de empleo, incluyendo las personas con discapacidades. Si necesita una adecuación razonable para ayudarle con su búsqueda o solicitud de empleo, envíenos un correo electrónico a [email protected] o llámenos al 800-865-7580. En su correo electrónico, incluya una descripción del puesto específico que está solicitando, así como el título del empleo y el número de solicitud del puesto que está solicitando.