Site People Hr/Lr Partner

This position requires an employee to be on-site on a full-time basis.
As a member of GM's Human Resources Group, you will lead assigned business functions in day-to-day HR 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, including collaborating with COEs relative to strategic workforce planning. 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.
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. Collaborate with senior leaders, provide direction on business function's restructures, specific transformation efforts, job design and workforce/organizational planning. Hold a strong financial and forecasting acumen. Possess a deep understanding of our brands, company, function, and products. You will maintain a strong culture and work climate that attracts and motivates staff while driving the HR function's mission.
Labor Relations:

• Work is often dealing with more complex issues
• Provide management representation in administering the provisions of agreements between union and management
• Administer shop rules when appropriate
• Conduct special investigations as needed
• Share regular Labor Relations updates – Shop Committee grievance resolution meeting
• Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor
• Advise management and other plant personnel on matters related to Union-Management relationships
• Coordinate the activities of various departments involved in resolving employee grievances
• Counsel management in the interpretation of agreements and act as management representative in dealing with the union
• Provide guidance and resolution to conflicts
• Maintain records pertinent to Labor Relations and Hourly Personnel
• Coordinate with plant and unit management on matters concerning hourly personnel
• Administer contractual provisions in area of responsibility
• Play a principal role in local negotiations

Hourly Employment:

• Manage temporary employee hiring pool for the plant
• Responsible for ensuring the proper manpower for the plant is maintained and assigned
• Frequent involvement with other work groups (i.e. Benefits, Payroll, IT, NEPC, Sedgwick, etc.) regarding employee issues, downstream data problems, or other pertinent matters)
• Advise Management, Union, and hourly employees on seniority issues
• Administer hourly hiring, transfers, and separations for permanent, temporary, and flex employment
• Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor

Salaried Human Resources:

• Work with Regional HRBP and Strategic HR Lead to ensure successful completion of regional initiatives
• Serve as contact for student interns
• Provide talent management and performance management guidance to leaders and employees
• Complete HR special projects/assignments as requested.
• Ensure human resource transactions are processed accurately and in a timely manner utilizing HR systems.
• Facilitate annual compensation planning and administration activities
• Counsel/coach leaders and employees on various matters
• Facilitate and/or provide support for internal investigations and Awareline complaints
• Develop content and facilitate Sub-HRM meetings
• Coordinate onboarding activities for salaried new hires
• Influence the strategic agenda of the organization by building relationships at all levels to gain their commitment and belief that HR can contribute to business results, ensure HR strategy is cascaded and integrated into business strategy
• Support Talent Management Process – collaborate with leaders to facilitate talent identification and leadership development in support of workforce succession planning.
• Interpret human resources management policies and procedures and engage SME contacts as needed for support.

Additional
Qualifications:

• Highly proficient use of HR Systems and computer software application skills (i.e. Workday Kronos, SuccessFactors, PowerPoint, Word, Excel, etc.)
• Strong proficient analytical, organizational, and project management skills
• Excellent written and verbal communication skills
• Demonstrated analytical, organizational, and project management skills
• Strong interpersonal skills in facilitation, negotiation, and conflict resolution
• Skill and proficiency in a wide range of HR practice areas.
• Proven ability to work independently, take initiative, and work to plan

Competencies:

• Influencing without Authority, Managerial Courage, Action Oriented, Comfort around Higher Management, and Dealing with Ambiguity

Education and/or Training:

• 3+ years of related manufacturing experience highly desired in a unionized organization
• Bachelor’s Degree or equivalent.

**This position will require off-shift work and overtime; must be willing and able to work flexible, and additional hours as required. **
About GM
Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.
Why Join Us
We aspire to be the most inclusive company in the world. We believe we all must make a choice every day – individually and collectively – to drive meaningful change through our words, our deeds and our culture. Our Work Appropriately philosophy supports our foundation of inclusion and provides employees the flexibility to work where they can have the greatest impact on achieving our goals, dependent on role needs. Every day, we want every employee, no matter their background, ethnicity, preferences, or location, to feel they belong to one General Motors team.
Benefits Overview
The goal of the General Motors total rewards program is to support the health and well-being of you and your family. Our comprehensive compensation plan incudes, the following benefits, in addition to many others:

• Paid time off including vacation days, holidays, and parental leave for mothers, fathers and adoptive parents;
• Discount on GM vehicles for you, your family and friends.
• Healthcare (including a triple tax advantaged health savings account and wellness incentive), dental, vision and life insurance plans to cover you and your family;
• Global recognition program for peers and leaders to recognize and be recognized for results and behaviors that reflect our company values;
• Company and matching contributions to 401K savings plan to help you save for retirement;
• Tuition assistance and student loan refinancing;

Diversity Information
General Motors is committed to being a workplace that is not only free of discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that workforce diversity creates an environment in which our employees can thrive and develop better products for our customers. We understand and embrace the variety through which people gain experiences whether through professional, personal, educational, or volunteer opportunities. GM is proud to be an equal opportunity employer.
We encourage interested candidates to review the key responsibilities and qualifications and apply for any positions that match your skills and capabilities.
Equal Employment Opportunity Statements
GM is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. GM is committed to providing a work environment free from unlawful discrimination and advancing equal employment opportunities for all qualified individuals. As part of this commitment, all practices and decisions relating to terms and conditions of employment, including, but not limited to, recruiting, hiring, training, promotion, discipline, compensation, benefits, and termination of employment are made without regard to an individual's protected characteristics. For purposes of this policy, “protected characteristics" include an individual's actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, lactation and related medical conditions), gender identity or gender expression, sexual orientation, weight, height, marital status, military service and veteran status, physical or mental disability, protected medical condition as defined by applicable state or local law, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances. If you need a reasonable accommodation to assist with your job search or application for employment, email us at [email protected] or call us at 800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.