Job Description

The Role:

The General Motors Human Resources Group is seeking a highly motivated and qualified individual to support teams within GM Defense. This position is located in Concord, North Carolina or Warren, Michigan and home to GM Motorsports and GM Defense operations. You will lead assigned HR business functions, provide direction and leadership that aligns and supports our objectives, mission and culture. You will work strategically with assigned business leaders to improve working relationships, build engagement, increase output, attract and retain talent, including collaborating with Centers of Expertise (COEs) relative to strategic workforce planning.

The Senior 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.  

Key Responsibilities  

• Partner with business leaders to define and execute talent strategies, including workforce planning, job design, and organizational transformation. 

• Serve as a trusted advisor, guiding leaders through ambiguity and change. 

• Build credibility and influence across teams without relying on formal authority. 

• Use data and insights to drive strategic decisions and demonstrate HR’s impact. 

• Collaborate with Centers of Excellence (CoEs) to deliver business-aligned HR solutions. 

• Lead organizational design efforts to optimize performance and support transformation. 

• Offer clarity, calm, and actionable solutions for complex HR issues. 

• Apply advanced analytical and problem-solving techniques to resolve non-standard challenges. 

• Diagnose root issues and co-create solutions with CoEs and HR Operations. 

• 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. 

• Drive leadership development and build people leader effectiveness.  

• 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. 

• Provide guidance on complex employee relations matters, using sound judgment, established frameworks, and consideration of business and legal risk. 

• Serve as a mentor and resource for junior HR team members, providing coaching coaching, thought leadership, and guidance on complex or sensitive issues. 

Expertise 

• Recognized as a fully qualified HRBP with deep knowledge of HR practices, policies, and employment law, as well as a broad understanding of related business functions. Serves as a trusted advisor to leaders, providing strategic guidance on workforce planning, organizational design, and employee relations. Uses advanced analytical and problem-solving skills to identify opportunities for process improvement and develop innovative HR solutions aligned with business objectives. 

Complexity 

• Handles diverse and complex challenges requiring independent judgment and strategic thinking. Develops solutions based on limited precedent and incomplete information, often addressing issues that are new to the organization. Leads initiatives that involve multiple moving parts, requiring collaboration across functions and influencing stakeholders with differing priorities. Uses data-driven insights to build business cases and overcome resistance to change. 

Scope and Impact 

• Operates with significant influence across the business area supported, driving HR strategies that impact organizational performance. Owns the development and delivery of solutions, leading cross-functional efforts and championing change management. Builds strong relationships with senior leaders and external partners, mentors junior HR team members, and serves as a role model for accountability and inclusion. Impact extends beyond immediate client groups to broader functional strategies. 

Qualifications 

• Bachelor’s degree in human resources, Business, or related field (advanced degree preferred) or equivalent professional experience. 

• 7 or more years of progressive HR experience, preferably in a business partnering role. 

• Proven experience in, talent management, and leadership development, organizational design. 

• Strong understanding of HR systems, analytical tools, and CoE frameworks. 

• Exceptional communication, problem-solving, and stakeholder management skills. 

• Demonstrated ability to solve complex, highly variable challenges requiring strategic thinking and professional judgment. 

• Proven track record of influencing senior stakeholders, driving cross-functional initiatives, and implementing solutions with significant operational impact. 

• Strong analytical skills with the ability to use data to diagnose issues, inform decisions, and persuade stakeholders. 

About GM

Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.

Why Join Us 

We believe we all must make a choice every day – individually and collectively – to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team.

Benefits Overview

From day one, we're looking out for your well-being–at work and at home–so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources.

Non-Discrimination and Equal Employment Opportunities (U.S.)

General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers.

All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. 

We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire.

Accommodations

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