Lead Research Analyst, Executive Intelligence

General Motors

22h•Hybrid

About The Position

As the Lead Research Analyst, you will own a massive strategic remit: connecting GM’s long-term succession goals with the reality of the global addressable market. This is a deep-dive intelligence function designed to inform and prepare our business units with a definitive go-forward plan. You will shape talent strategy by ensuring our current leadership pipelines coordinate with a future skill taxonomy—one driven by the rapid velocity of the tech and automotive markets. You will work cross-functionally with HR Strategy and Talent Strategy to turn complex data into compelling stories. We are looking for a "super-power" researcher who can dive into the weeds but surface with a bold, high-judgment narrative that tells us where to place our biggest bets.

Requirements

10+ years in a research-heavy role.
Exceptional Writing & Communication: You must be a master of the written word. This role requires the ability to produce long-form, high-impact reports that are as clear as they are deep.
Analytical Rigor: A "super-power" for deep-dive research. You should enjoy the hunt for information and the process of synthesizing it into something actionable.
High Degree of Judgment: The ability to look at data and make a "big, bold bet." You don't just report what is; you predict what should be.
Market Fluency: Deep curiosity about the technology landscape and how it shifts talent requirements in the automotive and energy sectors.
Cross-Functional Influence: Proven ability to work alongside HR Strategy and Business leaders to influence long-term organizational design.

Nice To Haves

Experience in a top-tier executive search firm or an in-house "Strategic Intelligence" unit.
A portfolio of written work or white papers demonstrating the ability to communicate complex market trends.

Responsibilities

Strategic Market Mapping: Execute and maintain industry-specific talent mappings, staying ahead of market trends to ensure GM’s "addressable market" is always defined and accessible.
Future Skill Taxonomy: Analyze the velocity of the technology market to identify emerging skill gaps, ensuring our internal succession plans align with future industry requirements.
High-Stakes Storytelling: Author comprehensive intelligence reports for senior leadership. You must be able to translate "data deep dives" into a narrative that drives executive decision-making.
Strategic Advisory: Act as a key consultant to HR and Business Unit leaders, providing the "intel" that justifies bold bets on external talent or internal pivots.
Succession Coordination: Bridge the gap between internal talent pipelines and external market availability to ensure seamless leadership continuity.
Competitive Intelligence: Maintain a pulse on the "Who’s Who" of the industry, tracking moves, organizational shifts, and technological pivots at competitor firms.