Descripción

As a part of GM's Human Resources team, you will perform day-to-day HR business activities and partner with business function counterparts on initiatives that align with GM’s objectives, mission and culture. You will work with assigned business function's HR team, HR Communities of Expertise, and other stakeholders to build engagement, increase output, and attract and retain talent.

-You will partner with your director team, executives and business leaders to define a talent identification and management strategy and approach for the assigned business function.
- You understand legal requirements at execution level related to management of employees, reducing legal risks and ensuring regulatory compliance.
- You will strategically work with assigned function's executive management and HR leadership team, to improve working relationships, build engagement, increase output, attract and retain talent.
- You will collaborate with senior leaders, provide direction on business function's restructures, specific transformation efforts, job design and workforce/organizational planning.
- You will maintain a strong culture and work climate that attracts and motivates staff while driving the HR function's mission.
- You hold a strong financial and forecasting acumen.
- You have a deep understanding of our brands, company, function, and products.

The Key Responsibilities are:

Create a high touch/personal HR experience by supporting employees with questions, concerns, and general engagement.
Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations and provides guidance when appropriate.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the HR Policy consultant and legal department as needed/required.
Works closely with employees, Business HR, and managers to improve work relationships, build morale, and increase productivity and retention.
Supports international employees with expatriate assignments, in partnership with COEs for related HR matters.
Partner with BHR related to Talent Management and Development matters providing data and support on implementation of actions
Provide talent and performance management guidance to leaders and employees (i.e., coaching, consulting, corrective actions, and crisis relations)
Provides insight to Business HR and Leaders on business unit restructures, workforce planning and succession planning.
Partner with Policy & Investigation COE to support and responds to complex employee relations issues and investigations.
Supports onboarding in conjunction with People Leaders and Onboarding Buddies
Conducts exit interviews, analyzes attrition data and partners with Business HR to develop recommendations for corrective action and continuous improvement.
Identifies individual leadership coaching needs and performs necessary coaching to employees.
Facilitates or provides training (including, but not limited to orientation, Demystify HRM, Conducting Career Development discussions, Talent Language, Skills improvement, Global HR Strategies, etc.) to the workforce.
Collaborate with colleagues and consult with people leaders on individual employee compensation matters to ensure alignment to pay for performance and employee recognition programs
Identify areas of opportunity for continuous improvement and partner with COEs to build effective working relationships and provide constructive field perspective to influence common processes and procedures
Support BHR during compensation and calibration cycles.

Requirements:

University Graduate.
Mandatory experience in Human Resources
Advanced in English Mandatory.
Portuguese desirable.

GM no proporciona patrocinio relacionado con la inmigración para este puesto. No aplique para este puesto si va a necesitar patrocinio de inmigración de GM ahora o en el futuro.

Este puesto se clasifica como híbrido. Esto significa que se espera que el candidato seleccionado se presente en una ubicación específica al menos 3 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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