Sr. HR/LR Business Partner

On Site: This position requires to work on site on a full-time basis As a part of GM's Human Resources team, you will perform day-to-day HR (Human Resources) and LR (Labor Relations) business activities and partner with business function counterparts on initiatives that align with GM’s objectives, mission and culture. You will work with assigned business function's HR team, HR Communities of Expertise, and other stakeholders to build engagement, increase output, and attract and retain talent. LEVEL EXPECTATIONS: Fully qualified individual contributor who has knowledge and understanding of all aspects of a function and exercises independent discretion and judgment on significant matters based on professional knowledge. Level most professionals can expect to achieve in their career. EXPERTISE Recognized as a fully qualified, experienced professional. Has complete knowledge and full understanding of own area and broad knowledge of related areas. Takes broad challenges and, through independent professionally developed analysis, identifies and analyses options, and breaks them down into initiatives capable of implementation. Identifies opportunities and proposes solutions to improve internal processes, services, and structures to support functional strategies. Uses advanced analytical and problem-solving techniques to resolve a wide range of non-standard problems. Works independently; receives minimal guidance. Acts as a resource for colleagues with less experience. COMPLEXITY Identifies and devises solutions based on limited information and precedent. Uses evaluation and judgement to solve problems that are new to the organization and require a deep level of experience and strategic thought to create a solution. Enhances relationships and networks with senior internal/external partners who are not familiar with subject matter and often require persuasion. Uses data and analysis to demonstrate the value of a project, anticipating, and addressing objections and or concerns. Often effects change in broader functional area without direct exercise of command, using persuasion in situations where reaching agreement may be hindered by differing opinions, past practices, or experiences. SCOPE AND IMPACT Challenges and problems are of a diverse scope with multiple moving parts, where developing a plan and viewing the whole picture is a significant challenge itself. Work is done independently and is reviewed at critical points. Owns the development and delivery of solutions, driving cross team and group efforts. Leads by example, taking responsibility for their own actions, acknowledging mistakes, and holding themselves accountable for achieving goals. Addresses and evaluates a diverse range of issues using innovative methods and proposing alternative approaches. Serves as a mentor to more junior level employees, providing coaching and guidance on difficult issues. Has significant operational impact across their function.

Create a high touch/personal HR experience by supporting employees with questions, concerns, and general engagement. Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations and provides guidance when appropriate. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the HR Policy consultant and legal department as needed/required. Works closely with employees, Business HR, and managers to improve work relationships, build morale, and increase productivity and retention. Partner with BHR related to Talent Management and Development matters providing data and support on implementation of actions Provide talent and performance management guidance to leaders (i.e. coaching, consulting, corrective actions, and crisis relations) Partner with Policy & Investigation COE to support