Sr. HR/LR Business Partner

General Motors•Fairfax, CA

3d•Onsite

About The Position

We’re looking for an experienced HR/LR professional to join our team. In this role, you’ll be a trusted advisor to plant leadership and union partners, leading day-to-day HR and Labor Relations, and driving a positive workplace culture. 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

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.
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.
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.