Descrição
The Total Rewards (TR) Strategy & Portfolio Acceleration Lead translates TR priorities into an integrated business plan, operating cadence, portfolio roadmap, and measurable results. This role supports the VP of Total Rewards and the TR Leadership Team (TRLT) in organizing and running the function, improving execution discipline, and maintaining transparency across TR initiatives.
The role serves as a strategic business-planning partner across TR and its ecosystem, coordinating with other HR centers of expertise, field HR, Finance, Legal, Communications, and enterprise business planners. The successful candidate will connect strategy to execution by managing planning processes, tracking milestones and risks, preparing executive-ready materials, and helping teams make informed trade-offs on priorities, resources, timing, and outcomes.
This role operates with broad autonomy on complex, cross-functional assignments and uses strong business acumen, analytical judgment, and influence without authority to drive measurable outcomes across TR and partnering functions. The role contributes to the development and execution of TR strategy; it does not independently own enterprise-wide TR strategy or function-wide strategic direction.
Key responsibilities
Business planning and portfolio management
- Execute the TR business-planning process, including annual and quarterly planning, operating reviews, budget reviews, roadmap updates, and results tracking.
- Maintain an integrated TR portfolio view that connects priorities, initiatives, business cases, milestones, dependencies, resources, benefits, and risks.
- Facilitate prioritization discussions with the TRLT and initiative owners to focus capacity on the highest-impact work and support timely decisions when priorities or conditions change.
- Develop and maintain initiative and project business cases, including expected deliverables, benefits, timing, resource needs, measures of success, and key assumptions.
- Analyze progress against the TR plan and roadmap, identify variances and emerging risks, and recommend practical actions to improve delivery.
- Coordinate with HR, Finance, Legal, Communications, and other business planners to align plans, dependencies, budgets, and enterprise timelines.
- Support TR budget planning and tracking, including preparation of operating and budget review materials and monitoring of spend against plan.
- Research market trends, external practices, and potential partners to inform recommendations and identify opportunities for improvement, investment, or rationalization within the TR portfolio.
Operating cadence and leadership support
- Support the VP of Total Rewards and TRLT in the organization and running of the function, including staff meetings, leadership meetings, TR all-hands, operating reviews, and special assignments.
- Establish and manage action-item, decision, milestone, and risk-tracking mechanisms that create accountability and transparency across TR.
- Prepare and deliver concise, executive-ready presentations, dashboards, recommendations, and other materials for TR leaders and business partners.
- Represent TR planning and portfolio perspectives in selected cross-functional forums and meetings, serving as a reliable point of coordination for the VP of Total Rewards and TRLT as requested.
- Help develop annual TR OKRs and establish a practical cadence for monitoring progress, surfacing barriers, and adjusting plans.
- Facilitate discussions, ensure decisions are captured, and follow through outside the room to move work forward.
Execution, governance, and continuous improvement
- Lead or coordinate complex planning and portfolio initiatives that span multiple TR teams, HR functions, and enterprise partners.
- Define clear roles, deliverables, decision rights, timelines, and success measures for strategic projects and recurring business-management processes.
- Collect, analyze, and interpret quantitative and qualitative operating data to identify trends, assess effectiveness, and recommend solutions to unusual or ambiguous problems.
- Improve functional-level business-management processes to increase consistency, speed, quality, and visibility across TR ways of working.
- Anticipate risks, dependencies, and downstream impacts; escalate issues early and help develop mitigation plans.
- Actively pick up new work as priorities evolve, helping organize, assign, and coordinate rapid responses to urgent or emerging needs.
AI-enabled ways of working
- Coordinate TR efforts to identify, test, and adopt practical AI-enabled ways of working in partnership with other centers of expertise and relevant technology or enterprise partners.
- Help teams assess appropriate use cases, establish guardrails, document learnings, and measure the value and adoption of AI-enabled process improvements.
- Embed responsible experimentation and continuous improvement into TR planning, reporting, communications, and decision-making processes.
Communications, change, and partnership
- Serve as the business-planning lead for TR communications, helping translate priorities, progress, decisions, and outcomes into clear messages for TR team members and partners.
- Design and facilitate communication mechanisms that enable transparent, efficient, and effective day-to-day operations of the TR function.
- Support change-management activities related to TR priorities, processes, tools, and ways of working; help leaders communicate the case for change and maintain engagement.
- Work in strong partnership with the broader HR team to connect TR plans and execution with people, organization, and business priorities.
- Support TR talent and culture priorities through capability-building, engagement, collaboration, and change-readiness activities.
- Build trusted relationships with stakeholders at different levels, respectfully challenge assumptions, and use data and clear storytelling to influence decisions.
Special assignments and team leadership
- Handle a variety of special assignments that require structured problem solving, sound judgment, discretion, and the ability to move quickly from ambiguity to action.
- May provide work direction to project teams, initiative owners, or a small team supporting the responsibilities above.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field; master’s degree preferred.
- 7+ years of progressive experience in Total Rewards, HR strategy, business planning, portfolio or program management, finance/business management, or a related area.
- Experience executing strategic planning, operating reviews, budget planning, portfolio management, or program governance processes.
- Demonstrated ability to coordinate complex, cross-functional initiatives with multiple stakeholders, dependencies, and competing priorities.
- Strong business acumen and analytical judgment, with the ability to interpret data, identify implications, and recommend solutions to unusual or ambiguous problems.
- Demonstrated ability to work independently with broad latitude, anticipate risks, and drive work to completion in a fast-changing environment.
- Strong stakeholder-management and influencing skills, including the ability to coach, align, and constructively challenge partners and decision makers.
- Excellent written, verbal, presentation, facilitation, and project-management skills.
- Experience developing executive-ready narratives, dashboards, business cases, operating metrics, and recommendations.
- Agility and resourcefulness, with comfort responding to urgent requests while maintaining quality, transparency, and follow-through.
Preferred skills
- Experience in Total Rewards or another HR center of expertise, including familiarity with compensation, benefits, mobility, or related people programs.
- Experience building or operating a PMO, business-management office, or portfolio-governance process within HR or a similarly complex function.
- Experience with budget management, financial analysis, roadmap development, OKRs, and benefits or outcomes tracking.
- Familiarity with change-management and organizational-effectiveness principles.
- Experience identifying and implementing AI-enabled process improvements or new ways of working.
- Proficiency in data visualization, succinct storytelling, and strategic reporting tools, including Microsoft Office applications.
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 $140,100 - $186,700. 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.
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.)
função é exercida remotamente, mas se o candidato selecionado residir em uma quilometragem próxima ao escritório/fábrica da GM, ele deverá trabalhar presencialmente três vezes por semana {ou outra frequência determinada pelo seu gerente}.
O candidato selecionado deverá viajar <25% para esta função.
Esta posição não é elegível para benefícios de relocação. Quaisquer custos de relocação serão de responsabilidade do candidato selecionado.
Informações sobre diversidade
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Declaração de Igualdade de Oportunidades de Emprego (EUA)
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Adaptações (EUA e Canadá)
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