Senior HRLR Business Partner

General Motors • Romulus, MI

5d • Onsite

About The Position

We’re looking for an experienced HR/LR professional to join our Romulus Propulsion team as an HR/LR Partner. In this role, you’ll be a trusted advisor to plant leadership and union partners, leading day-to-day HR and Labor Relations, driving a positive workplace culture, and supporting a 24/7 operation. If you thrive in a fast-paced, unionized environment and are ready to help shape our workforce of the future, we’d like to hear from you

Requirements

• Bachelor’s degree or equivalent education and experience.
• 5+ years of combined Human Resources and Labor Relations experience.
• Plant manufacturing experience (e.g., production, HR/LR in a plant, or operations support).
• Strong interpersonal skills in facilitation, coaching, negotiation, and conflict resolution.
• Demonstrated analytical, data, and process skills, including the ability to interpret data and use insights to recommend action.
• Proven ability to work independently, take initiative, and deliver against plan in a fast‑paced environment.
• Excellent written and verbal communication skills, including the ability to simplify complex HR/LR topics for varied audiences.
• High proficiency with HR systems and Microsoft Office tools, including Workday, Excel, and timekeeping/HR case tools (e.g., Kronos, EthicsPoint or similar).

Nice To Haves

• Prior HR or Labor Relations experience in a unionized manufacturing environment.
• Experience with UAW contract administration.
• Hands‑on experience with Kronos and Workday in a plant setting.

Responsibilities

• Labor Relations Serve as a management representative in administering the provisions of local and national agreements between the union and management.
• Counsel leaders on contract interpretation and act as the primary management representative in dealings with union leadership.
• Play a principal role in local negotiations, partnering with operations to identify initiatives that drive competitiveness while enhancing the employee experience.
• Coordinate the activities of departments involved in resolving employee grievances; organize and present cases that reflect management’s position (documentation, policies, supporting data, etc.).
• Maintain accurate LR documentation (e.g., grievance filing and tracking, investigations, local agreements and practices, meeting minutes).
• Provide guidance and resolution on workplace conflicts; administer shop rules and discipline in alignment with policy and local agreements.
• Monitor cultural and grievance trends, proactively developing and executing action plans to address underlying issues.
• Hourly Employment Ensure the plant maintains appropriate hourly manpower, actively monitoring attrition, retention, and staffing plans using data analytics to drive decisions.
• Administer hourly hiring, transfers, and separations (permanent, temporary, and part‑time) in accordance with contractual provisions.
• Advise management, union, and employees on seniority and related contractual requirements.
• Partner with internal stakeholders (Benefits, Payroll, IT, NEPC, Sedgwick, etc.) to resolve employee issues and downstream data problems.
• Maintain data integrity within Workday and other HR systems for the hourly workforce as needed.
• Salaried Human Resources Build strong relationships with leaders at all levels to ensure HR strategy is aligned and integrated into business strategy.
• Partner with Sector HR and Manufacturing HR to execute enterprise and sector‑level initiatives.
• Support Talent Management processes, including talent reviews, succession planning, and leadership development.
• Facilitate annual compensation planning and administration activities for salaried employees.
• Interpret HR policies and procedures; engage subject‑matter experts (Compensation, Benefits, Legal, etc.) as needed to ensure consistent, compliant application.
• Coach and counsel leaders on performance management, development, and employee relations matters.
• Support internal investigations and Awareline cases in partnership with the appropriate COEs.
• Support salaried onboarding and orientation, ensuring a high‑quality, consistent employee experience.
• Ensure HR transactions and employee data are processed timely and accurately in HR systems.
• Serve as HR contact for student interns and early career talent within assigned functions.
• Lead or support HR projects and special assignments for the site and/or function.
• Use data and people insights (e.g., engagement, turnover, staffing metrics) to inform decisions and propose actions that move the business forward.

Benefits

• From day one, we're looking out for your well-being–at work and at home–so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level