Staff HR Business Partner

General Motors•Warren, MI

16d•Hybrid

About The Position

The HR Business Partner (HRBP) is an advisor and performance enabler who partners with business leaders to drive organizational effectiveness through people. As the first point of contact for complex human capital matters, the HRBP delivers high-impact HR solutions aligned with GM’s business purpose, strategy, and culture. The HRBP partners with business leaders to define and execute talent strategies, including workforce planning, job design, and organizational transformation. They build credibility and influence across teams without relying on formal authority. The role involves leading organizational design efforts to optimize performance and support transformation, acting as a talent scout to identify performance gaps and strengths across teams, and shaping and protecting the employee experience to ensure alignment with company values and goals. Additionally, the HRBP drives leadership development and builds people leader effectiveness, serving as a trusted advisor guiding leaders through ambiguity and change, and offering clarity, calm, and actionable solutions for complex HR issues. They provide guidance on complex employee relations matters, using sound judgment, established frameworks, and consideration of business and legal risk. The role requires using data and insights to drive strategic decisions and demonstrate HR’s impact, applying advanced analytical and problem-solving techniques to resolve non-standard challenges. The HRBP serves as a catalyst for change during periods of transformation, helping leaders navigate organizational shifts with clarity and confidence, influencing outcomes without authority, shaping direction, and driving adoption of new approaches across the broader functional area. They also guide leaders in applying Total Rewards practices that align with strategy, equity, and market realities, ensuring sound judgment in complex situations and protecting the company’s reputation through fair, consistent, and compliant decisions. Collaboration with Centers of Excellence (COEs) is key to delivering business-aligned HR solutions, diagnosing root issues, and co-creating solutions with COEs.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or equivalent professional experience.
10+ years of progressive HR experience, including significant exposure to strategic HRBP roles in large, complex organizations.
Proven track record in enterprise organizational design, leadership development, and global talent management.
Expertise in HR technology platforms and AI-enabled HR solutions.
Exceptional communication, proven ability to influence senior stakeholders.
Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc).

Nice To Haves

Advanced degree (MBA or MA in HR) strongly preferred.

Responsibilities

Partner with business leaders to define and execute talent strategies, including workforce planning, job design, and organizational transformation.
Build credibility and influence across teams without relying on formal authority.
Lead organizational design efforts to optimize performance and support transformation.
Act as a talent scout, identifying performance gaps and strengths across teams.
Shape and protect the employee experience to ensure alignment with company values and goals.
Drive leadership development and build people leader effectiveness.
Serve as a trusted advisor, guiding leaders through ambiguity and change.
Offer clarity, calm, and actionable solutions for complex HR issues.
Provide guidance on complex employee relations matters, using sound judgment, established frameworks, and consideration of business and legal risk.
Use data and insights to drive strategic decisions and demonstrate HR’s impact.
Apply advanced analytical and problem-solving techniques to resolve non-standard challenges.
Serve as a catalyst for change during periods of transformation, helping leaders navigate organizational shifts with clarity and confidence.
Influence outcomes without authority, shaping direction and driving adoption of new approaches across the broader functional area.
Guide leaders in applying Total Rewards practices that align with strategy, equity, and market realities.
Ensure sound judgment in complex situations and protect the company’s reputation through fair, consistent, and compliant decisions.
Collaborate with Centers of Excellence (COEs) to deliver business-aligned HR solutions.
Diagnose root issues and co-create solutions with COEs.
Set objectives and take responsibility for achieving metrics and Key Performance Indicators that directly influence the attainment of results, providing measurable contributions to HR outcomes and aligning with GM's strategic priorities.
Contribute innovative, impactful ideas, and lead large projects with broad visibility.
Develop, plan, and implement solutions that require integration of multiple related teams or larger teams of both internal and external stakeholders.
Champion change and influence adoption of innovative HR practices.
Co-lead complex change management programs, ensuring adoption and sustainability across diverse teams.
Role model GM's behaviors necessary to maintain a productive team without inhibiting individuality and personal diversity.
Serve as an indirect leader within their function.
Serve as a resource and mentor to less experienced HR professionals, providing guidance on complex issues.
Identify recurring team or process challenges and collaborate with HR Centers of Excellence and HR Operations to implement practical, scalable solutions.