General Motors
Role Summary
The HRBP Principal serves as a trusted advisor to senior business leaders, driving enterprise-level talent strategies and organizational effectiveness. This role requires exceptional consultative skills, strategic foresight, and the ability to influence across a complex, global matrix environment. As a recognized expert, they lead initiatives that shape the workforce of the future, leveraging technology, data, and deep business acumen to deliver measurable impact.
Key Responsibilities
Partner with senior leadership teams to define and execute enterprise-wide talent strategies, including global workforce planning, organizational transformation, and future-ready job architecture.
Serve as a strategic advisor, guiding leaders through ambiguity, large-scale change, and complex business challenges.
Build executive-level credibility and influence across global teams, driving alignment without relying on formal authority.
Use advanced analytics and market intelligence to shape decisions and demonstrate HR’s impact on business performance.
Collaborate with global Centers of Excellence to design and deliver integrated, innovative HR solutions aligned with enterprise priorities.
Lead enterprise organizational design and transformation initiatives, ensuring agility and alignment with global business strategy.
Drive executive leadership development, succession planning, and capability building for critical roles.
Act as a strategic talent architect, identifying gaps and shaping strategies to strengthen leadership pipelines.
Champion a world-class employee experience, ensuring alignment with company values and cultural priorities across regions.
Expertise Recognized as an expert in the field. Applies highly specialized knowledge and extensive practical experience across multiple areas within a function or across functions. Applies strong business acumen and complex problem‑solving techniques to identify, analyze, and resolve issues that influence the achievement of key functional objectives. Develops new or significantly improves existing policies, methods, and systems, incorporating relevant disciplines, theories, and techniques through independent judgment and discretion. Works independently with broad latitude in decisions and actions in a complex environment. Often acts as a subject‑matter expert in their area of expertise. Navigates high levels of ambiguity, guiding leaders and teams through transformational shifts with confidence and clarity.
Complexity Works on complex issues and assignments that require conceptual thinking, originality, and ingenuity of approaches, and a wide application of principles, theories, and concepts to achieve results. Provides strategic clarity and actionable solutions for highly complex HR issues impacting multiple geographies and business units. Applies advanced diagnostic frameworks and scenario modeling to resolve non‑standard, enterprise‑level challenges. Designs and develops impactful and innovative solutions to considerably broad and complex problems, often spanning multiple disciplines within the business unit. Operates as a key influencer across global HR functions and business units, delivering cohesive, future‑focused solutions.
Scope & Impact Sets objectives and takes responsibility for achieving metrics and Key Performance Indicators that directly influence 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. Champions change and influences adoption of innovative HR practices. Co‑leads complex change management programs, ensuring adoption and sustainability across diverse teams. Serves as a resource and mentor to less experienced HR professionals, providing guidance on complex issues.
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or equivalent professional experience. Advanced degree (MBA or MA in HR) strongly preferred.
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 and proven ability to influence senior stakeholders.
Compensation The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position and geography of the selected candidate.
Salary range: $122,400 - $211,200.
Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.
Benefits: GM offers a variety of health and wellbeing benefit programs, including medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance, employee assistance program, GM vehicle discounts, and more.
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Key Responsibilities
Partner with senior leadership teams to define and execute enterprise-wide talent strategies, including global workforce planning, organizational transformation, and future-ready job architecture.
Serve as a strategic advisor, guiding leaders through ambiguity, large-scale change, and complex business challenges.
Build executive-level credibility and influence across global teams, driving alignment without relying on formal authority.
Use advanced analytics and market intelligence to shape decisions and demonstrate HR’s impact on business performance.
Collaborate with global Centers of Excellence to design and deliver integrated, innovative HR solutions aligned with enterprise priorities.
Lead enterprise organizational design and transformation initiatives, ensuring agility and alignment with global business strategy.
Drive executive leadership development, succession planning, and capability building for critical roles.
Act as a strategic talent architect, identifying gaps and shaping strategies to strengthen leadership pipelines.
Champion a world-class employee experience, ensuring alignment with company values and cultural priorities across regions.
Expertise Recognized as an expert in the field. Applies highly specialized knowledge and extensive practical experience across multiple areas within a function or across functions. Applies strong business acumen and complex problem‑solving techniques to identify, analyze, and resolve issues that influence the achievement of key functional objectives. Develops new or significantly improves existing policies, methods, and systems, incorporating relevant disciplines, theories, and techniques through independent judgment and discretion. Works independently with broad latitude in decisions and actions in a complex environment. Often acts as a subject‑matter expert in their area of expertise. Navigates high levels of ambiguity, guiding leaders and teams through transformational shifts with confidence and clarity.
Complexity Works on complex issues and assignments that require conceptual thinking, originality, and ingenuity of approaches, and a wide application of principles, theories, and concepts to achieve results. Provides strategic clarity and actionable solutions for highly complex HR issues impacting multiple geographies and business units. Applies advanced diagnostic frameworks and scenario modeling to resolve non‑standard, enterprise‑level challenges. Designs and develops impactful and innovative solutions to considerably broad and complex problems, often spanning multiple disciplines within the business unit. Operates as a key influencer across global HR functions and business units, delivering cohesive, future‑focused solutions.
Scope & Impact Sets objectives and takes responsibility for achieving metrics and Key Performance Indicators that directly influence 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. Champions change and influences adoption of innovative HR practices. Co‑leads complex change management programs, ensuring adoption and sustainability across diverse teams. Serves as a resource and mentor to less experienced HR professionals, providing guidance on complex issues.
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or equivalent professional experience. Advanced degree (MBA or MA in HR) strongly preferred.
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 and proven ability to influence senior stakeholders.
Compensation The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position and geography of the selected candidate.
Salary range: $122,400 - $211,200.
Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.
Benefits: GM offers a variety of health and wellbeing benefit programs, including medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance, employee assistance program, GM vehicle discounts, and more.
#J-18808-Ljbffr