Description
About Us
DMAX Ltd. is a wholly owned subsidiary of General Motors that produces the Duramax 6.6L V-8 turbo-diesel engine for Chevrolet Silverado HD and GMC Sierra HD pickup trucks. DMAX combines deep diesel expertise with advanced manufacturing capabilities to meet the demands of our heavy-duty truck customers.
This role will be onsite supporting our facilities in Moraine, OH and/or Brookville, OH.
What You'll Do
As a member of DMAX’s Human Resources Group, you will lead assigned business functions in day-to-day HR and LR activities and provide direction and leadership that aligns and supports our objectives, mission and culture. You will work strategically with assigned functional business leaders to improve working relationships, build engagement, increase output, attract and retain talent. This role provides dual employment support between GM & DMAX, including two distinct employee handbooks / policy manuals with unique processes to support the operating model.
Labor Relations:
- Encouraging an effective, inclusive work environment / culture and relationships
- Builds and maintains strong working relationships with operations partners, Union representatives, HR colleagues, and other business partners to jointly deliver strategic objectives and resolve issues
- Coordinating and assisting in IUE-CWA contract negotiations, implementation and ongoing administration of all Collective Bargaining Agreements
- Investigating and preparing responses to grievances
- Administer hourly and other represented compensation consistent with union and collective agreements supporting skilled, other than skilled and temporary recruiting and hiring
- Leading HR efforts related to investigations, governmental inquiries / charges, grievance resolution, performance and absence management, and disciplinary action
- Coaching, counseling, and educating salaried operations partners on HR policies, processes, and programs
- Interpreting data and use technology to proactively identify and diagnose business needs / opportunities and develop solutions to meet those needs
- Tracking and reporting on labor planning data and strategies
- Support, as consultant, programs that contribute to the work environment and or development, such as Workplace of Choice (WoC), talent development programs, MFG University, recognition, etc.
Core HR:
- 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.
- 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 (i.e. coaching, consulting, corrective actions, and crisis relations)
- Partner with Policy & Investigation COE to support 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.
- 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
Your Skills & Abilities (Required Qualifications)
- 5+ years of related HR and/or LR experience; highly desired in a unionized organization in manufacturing
- Strong interpersonal skills in facilitation, negotiations and conflict resolution
- Proven ability to work independently, take initiative, and work to plan
- Demonstrated analytical, organizational, and project management skills
- Strong proficient analytical, organizational, and project management skills
- Excellent written and verbal communication skills
- Highly proficient use of HR Systems and computer software application skills (i.e. Workday, SAP, Excel, Kronos etc.)
- Proficient with Data Analysis, and possess strong Microsoft Excel
- Skill and proficiency in a wide range of HR practice areas
What Will Give You A Competitive Edge (Preferred Qualifications)
- Workday & SAP experience preferred
- Previous Labor Relations experience as an HR Business Partner is preferred
- Bachelor’s Degree is preferred. Specialization in labor relations, human resources or similar
**This position will require off-shift work and overtime; must be willing and able to work flexible, and additional hours as required**
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.)
Ce poste exige le travail en présentiel. Cela signifie que le candidat retenu devra se rendre à un site précis de façon permanente.
Ce poste peut donner droit à des indemnités de déménagement.
Renseignements sur la diversité
General Motors est résolue à être un lieu de travail qui est non seulement exempt de discrimination illégale, mais aussi un endroit qui favorise véritablement l'inclusion et l'appartenance. Nous sommes convaincus que la diversité de la main-d'œuvre permet de créer un environnement dans lequel nos employés peuvent s'épanouir et développer de meilleurs produits pour nos clients. Nous encourageons les candidats intéressés à consulter les principales responsabilités et compétences requises pour chaque rôle et à postuler à tout poste qui leur correspond. Dans le cadre du processus de recrutement, les candidats peuvent devoir, le cas échéant, réussir une évaluation liée au poste ou une présélection d'emploi avant d'être embauchés. Pour en savoir plus, consultez notre processus de recrutement.
Déclaration concernant l'égalité d'accès à l'emploi (É.-U.)
General Motors est fière d'être un employeur souscrivant au principe de l'égalité d'accès à l'emploi. Tous les candidats qualifiés seront pris en compte, sans égard à la race, à la couleur, à la religion, au sexe, à l'orientation sexuelle, à l'identité de genre, à l'origine ethnique, aux situations de handicap ou au statut protégé d'ancien combattant.
Aménagements (É.-U. et Canada)
General Motors offre des occasions à tous les chercheurs d'emploi, y compris les personnes handicapées. Si vous avez besoin d'un accommodement raisonnable pour vous aider dans votre recherche d'emploi ou la soumission de votre candidature, envoyez-nous un courriel à l'adresse [email protected] ou appelez-nous au 800 865-7580. Veuillez inclure dans votre courriel une description spécifique du type d'accommodement demandé, ainsi que le titre d'emploi et le numéro de demande du poste auquel vous postulez.