Staff HR Business Partner

General Motors

1d

About The Position

The HR Business Partner (HRBP) serves as an advisor and performance enabler, collaborating with business leaders to enhance organizational effectiveness through people-centric strategies. This role is the primary point of contact for complex human capital matters, delivering high-impact HR solutions that align with GM’s business purpose, strategy, and culture. Key responsibilities include defining and executing talent strategies, such as workforce planning, job design, and organizational transformation. The HRBP is expected to build credibility and influence across teams without relying on formal authority, lead organizational design efforts, and act as a talent scout to identify performance gaps and strengths. They are crucial in shaping and protecting the employee experience, driving leadership development, and enhancing people leader effectiveness. Serving as a trusted advisor, the HRBP guides leaders through ambiguity and change, offering clarity and actionable solutions for complex HR issues, including employee relations, while considering business and legal risks. The role leverages data and insights for strategic decision-making and acts as a catalyst for change during periods of transformation. This position requires recognized expertise, applying highly specialized knowledge and extensive practical experience across multiple functional areas. The Staff HRBP operates independently with broad latitude in a complex environment, navigating high levels of ambiguity, and providing strategic clarity for highly complex HR issues impacting multiple geographies and business units. They design and develop innovative solutions to broad and complex problems, exercise independent judgment, and expertly use persuasion and negotiation to influence outcomes. The role operates as a key influencer across global HR functions, sets objectives, takes responsibility for metrics, leads large projects, champions change, and co-leads complex change management programs. They also serve as a resource and mentor to less experienced HR professionals and collaborate with HR Centers of Excellence and HR Operations to implement scalable solutions for recurring team or process challenges.

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.

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.
• Guides leaders in applying Total Rewards practices that align with strategy, equity, and market realities.
• Ensures sound judgment in complex situations and protects 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.
• Sets objectives and takes 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.
• Contributes innovative, impactful ideas, and leads large projects with broad visibility.
• Develops, plans, and implements solutions that require integration of multiple related teams or larger teams of both internal and external stakeholders.
• Champions change and influence adoption of innovative HR practices.
• Co-leads complex change management programs, ensuring adoption and sustainability across diverse teams.
• Role models GM's behaviors necessary to maintain a productive team without inhibiting individuality and personal diversity.
• May serve as an indirect leader within their function.
• Serve as a resource and mentor to less experienced HR professionals, providing guidance on complex issues.
• Identifies recurring team or process challenges and collaborates with HR Centers of Excellence and HR Operations to implement practical, scalable solutions.

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.
• GM supports a rewarding career that rewards you personally.

What This Job Offers

• Job Type: Full-time
• Career Level: Principal
• Number of Employees: 5,001-10,000 employees