CCA Supply Chain & Warehouse HRLR Manager

General Motors•Warren, MI

1d•Hybrid

About The Position

The Level 8 HRLR Manager is an expert-level HR field leader and thought partner to CCA plant and corporate leadership. They lead a team of 16 HRLR professionals, (total team: 16, direct reports: 7) providing clear objectives, coaching, and development, and are recognized as a trusted intermediary and expert resource on high-level labor matters. This role leads the HR/LR agenda for a group of 16 CCA warehouses distributed across the US. 15 of the 16 warehouses has an onsite HRLR Partner onsite to support. The role is responsible for setting the direction for labor strategy, employee relations, and people outcomes in a unionized environment. They balance the competing demands of the business and the union, anticipate and mitigate risk, and drive change that supports GM’s strategy, culture, and operational key results.

Requirements

Bachelor’s degree in Human Resources, Labor Relations, Business, or related field (or equivalent experience).
Extensive, progressive experience in HR and labor relations, including significant time as a senior HRLR leader in a complex unionized environment (e.g., large assembly, high-volume warehouse, or multi-site scope).
Expert-level understanding of HR policies, employment law, and investigation practices, with a strong track record of resolving complex, high-risk cases.
Advanced expertise in the National and Local Agreements, including experience leading or heavily influencing contract administration, local agreements, grievance/arbitration strategy, and large-scale labor initiatives.
Demonstrated ability to lead and develop HR/HRLR teams, including setting strategy, allocating resources, and building capability across a diverse group of HR professionals.
Proven experience driving human capital and labor strategy for a distinct business area, influencing key strategic decisions that impact organizational design, culture, and performance.
Strong business acumen and comfort using data and analytics to diagnose issues, evaluate options, and recommend solutions at site and regional levels.
Exceptional relationship-building & influencing skills with executives, plant leaders, union leadership, and HR peers; able to communicate a compelling case for change and bring others along.
Demonstrated ability to manage conflict objectively and constructively, including high-profile or sensitive labor disputes.
Willingness and ability to work onsite at plants and travel across a region as business needs require (including off-shift and weekend presence for critical situations).

Nice To Haves

Experience as an HRLR Director / Site Lead with responsibility for multiple plants or a large, complex site
Direct involvement in major organizational transformations (launches, closures, consolidations, automation/technology introductions) with significant HRLR impact.
Demonstrated success mentoring and elevating other HRLR leaders (L7 and below) to higher performance and readiness.
Prior experience partnering closely with N-band executives and corporate LR on enterprise-risk labor matters.

Responsibilities

Serve as the CCA Warehouse HR leader and Corporate HR intermediary between CCA Warehouse HRLR and the SCW Leadership team
Drive human capital/workforce planning/talent strategy and execution (talent, performance, org design, succession, engagement, Inclusion) for CCA SCW, connecting dots across HR lifecycle events and finding synergies across programs.
Lead and develop an HRLR team (HRLR Partners), providing mentorship, performance feedback, and development plans; structure the team to maximize strengths and coverage.
Oversee the labor relations agenda for CCA warehousing: with team of HRLR Site Leaders directly responsible for site-level contract administration, high-impact grievances, arbitrations, local agreements, and support of national initiatives in partnership with Corporate LR.
Provide expert coaching to HRLR partners, HRBPs, and operational leaders on escalation paths, contract interpretation, investigations, discipline/discharge, and other complex HR/LR matters.
Lead change and improvement initiatives, developing new or improved HR/LR processes, standard work, and governance that support functional and company strategies; take a healthy, data-informed approach to risk.
Own key HRLR metrics and forums (e.g., attendance/Doc 8, staffing, grievances, investigations, safety/awareline trends, talent forums), using data and insights to tell a story, influence decisions, and drive action plans across sites.
Represent HR/LR in critical reviews and governance (tier reviews, talent forums, performance and calibration discussions, launches, restructures, or major technology changes) and influence outcomes on behalf of both people and the business.
Model GM behaviors and culture, respectfully challenging leaders when needed, speaking up about potential bias or risk, and fostering an inclusive environment across both hourly and salaried populations.