Staff HR Business Partner

GM•Warren, MI

6d•Hybrid

About The Position

The HR Business Partner (HRBP) advises and enables business leaders to drive organizational effectiveness through people. As a first point of contact for complex human capital matters, the HRBP delivers high-impact HR solutions aligned with GM’s purpose, strategy, and culture. The role partners with leaders on talent strategy, organizational design and transformation, leadership development, employee experience, employee relations, and Total Rewards. It uses data, advanced analysis, and sound judgment to resolve complex challenges and make fair, consistent, compliant decisions while protecting the company’s reputation. The position operates independently with broad latitude in a complex, ambiguous environment. It provides strategic clarity for issues affecting multiple geographies and business units, influences outcomes across HR functions and business units, and helps leaders navigate organizational change. The HRBP collaborates with Centers of Excellence and HR Operations to diagnose root causes and deliver scalable solutions, leads or co-leads high-visibility projects and change programs, and may serve as an indirect leader and mentor to less experienced HR professionals.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or equivalent professional experience.
At least 10 years of progressive HR experience, including significant exposure to strategic HR business partner 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 skills and proven ability to influence senior stakeholders.

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.
Lead organizational design efforts to optimize performance and support transformation.
Identify performance gaps and strengths across teams and help shape the employee experience to align with company values and goals.
Drive leadership development and improve people-leader effectiveness.
Advise leaders through ambiguity and change, providing clear, actionable guidance on complex HR issues.
Guide complex employee relations matters using sound judgment, established frameworks, and consideration of business and legal risk.
Use data, insights, and advanced analytical and problem-solving techniques to inform decisions and demonstrate HR’s impact.
Help leaders navigate organizational shifts and influence adoption of new approaches across the broader functional area.
Guide leaders in applying Total Rewards practices aligned with strategy, equity, and market realities.
Collaborate with Centers of Excellence to diagnose root issues and co-create business-aligned HR solutions.
Set objectives and achieve metrics and KPIs that contribute to HR outcomes and GM’s strategic priorities.
Lead large, high-visibility projects and develop and implement solutions involving multiple teams and stakeholders.
Co-lead complex change-management programs and support adoption and sustainability across diverse teams.
Mentor less experienced HR professionals on complex issues.
Identify recurring team or process challenges and collaborate with HR Centers of Excellence and HR Operations on practical, scalable solutions.

Benefits

Medical, dental, and vision coverage
Health Savings Account and Flexible Spending Accounts
Retirement savings plan
Sickness and accident benefits
Life insurance
Paid vacation and holidays
Tuition assistance programs
Employee assistance program
GM vehicle discounts
Incentive pay program with payouts based on company performance, job level, and individual performance
Relocation benefits for candidates who qualify under company policy