Descripción

We are seeking a detail‑oriented, collaborative, and creative Employee Journeys Specialist who will concentrate on leaves, life events, and relocation/immigration journeys, with an initial focus on US & CAN and strong alignment to global regions. This role will partner closely with the Total Rewards COE and Global Mobility/Immigration teams, translating policies into clear, persona‑based journeys and processes that create a consistent, high‑quality experience for employees and leaders.

Unlike onboarding and offboarding, this role will not own the policies or processes end‑to‑end, but will instead influence and co‑design with policy owners—connecting strategy, policy, and operations. You will lead efforts to map current state, define an ideal future‑state experience, and embed global nuance and persona differences into how leaves, life events, and mobility journeys are delivered.

Key Responsibilities:

Partner with Total Rewards COE and Global Mobility/Immigration to translate leave, life event, relocation, and immigration policies into clear, usable journeys, workflows, and decision points across systems (e.g., Employee Journeys platform, Workday, ServiceNow).
Co‑design processes rather than own them end‑to‑end : clarify roles, handoffs, and SLAs between policy owners (Total Rewards/Global Mobility), HRBPs, People Services, People Operations, Payroll, Legal, and local site teams.
Map and document current‑state journeys for key scenarios (e.g., LOA, parental leave, disability, marriage, birth/adoption, dependent changes, relocation, visa changes), identifying pain points, failure modes, and policy/process misalignment.
Define and maintain future‑state standard work for leaves/life events and mobility journeys, including triggers, tasks, communications, and escalations, ensuring they reflect policy, legal, and compliance requirements while minimizing friction.
Design persona‑based experiences that reflect the needs of employees, people leaders, HRBPs, COE partners, PSC/People Services, and other stakeholders; ensure language, sequencing, and channels are tailored to each persona.
Build global alignment with local nuance by partnering with non‑US SMEs and regional HR/Legal leads (e.g., GMSA, Mexico, Europe, GMIO) to localize journeys, content, and handoffs while preserving a common global framework.
Collaborate with Knowledge Management and Governance teams to ensure content, job aids, and knowledge articles (e.g., AskGM, ServiceNow knowledge, leader toolkits) are accurate, findable, and aligned to the journeys.
Contribute to and/or chair governance forums related to leaves, life events, and mobility, supporting change approval for process/technology updates that impact the employee and leader experience.
Partner with FE Strategy & Portfolio and Communications to plan and execute change management and communications for journey‑related changes (process, systems, policies), ensuring HR, leaders, and operations are prepared to execute.
Leverage HR technology and analytics teams to define KPIs and reporting for leaves/life events and mobility (e.g., cycle times, defect/rework rates, case volume and root causes, employee and leader feedback), and use data to drive continuous improvement.
Act as a key escalation partner for complex or high‑impact journey issues in this space, working with Total Rewards, Global Mobility, PSC, Legal, and regional teams to resolve cases and address root causes in the journeys.
Feed insights into broader Employee Journeys strategy , ensuring leaves, life events, and mobility journeys connect seamlessly with onboarding, offboarding, and other lifecycle experiences.

Experience:

Bachelor’s degree in HR, Business Administration, or related field (or equivalent experience).
3+ years of experience in HR operations, Total Rewards, benefits, mobility/immigration, or employee lifecycle process optimization; experience with leaves, life events, or relocation/immigration strongly preferred.
Demonstrated experience partnering with policy owners/COEs to operationalize complex policies into clear processes, communications, and tools (influence without direct ownership).
Strong expertise in process mapping, documentation, and change management, including cross‑functional stakeholder alignment.
Familiarity with HR systems (e.g., Workday, ServiceNow) and compliance considerations related to leaves, benefits, and/or mobility/immigration.
Experience working in or with global HR organizations, including tailoring processes to regional legal requirements and cultural/contextual differences.
Exceptional communication and stakeholder engagement skills, with the ability to explain complex policy/process topics in simple, persona‑appropriate language.
Experience building or operating within a COE and/or HR service delivery model preferred.
Proven ability to influence and drive change across multiple stakeholders and functions, balancing policy integrity, operational feasibility, and employee experience.

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}.

Este puesto no es elegible para beneficios de reubicación. Los posibles costos de relocalización serán responsabilidad del candidato seleccionado.

Información sobre diversidad

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

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Adecuaciones (EE.UU. y Canadá)

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