General Motors
Global Change Management & Process Design Leader
General Motors, Warren, Michigan, United States, 48091
The
Global Change Management & Process Design Leader
leads a team of global Change Management & Process Design Leads who design, optimize, and enable HR processes across the enterprise. This leader ensures that redesigned processes are effectively implemented and adopted, supporting a consistent and modern HR service delivery experience globally.
The role partners closely with HR Centers of Expertise (COEs), HR Technology, HR Operations, Regional HR teams, and cross‑functional stakeholders to deliver process improvements and effective change management. The ideal candidate has strong people leadership skills, hands‑on expertise in process and change disciplines, and experience delivering results in a matrixed HR environment.
Key Responsibilities: People Leadership & Team Management
Supervise, coach, and develop a global team of Change Management & Process Design Leads.
Manage team workload, project assignments, and prioritization across global and regional efforts.
Provide guidance and quality oversight on process design deliverables, change materials, and stakeholder engagement approaches.
Support professional development, skill‑building, and continuous improvement across the team.
Foster a collaborative, inclusive, and high‑performing team culture.
Process Design & Optimization Leadership
Guide the team in mapping current‑state HR processes and designing future‑state workflows across the employee lifecycle.
Ensure process designs are consistent, scalable, and aligned to HR strategy, data governance, compliance requirements, and system capabilities (e.g., Workday, ServiceNow).
Review and refine process documentation such as process maps, RACIs/RASCIs, SOPs, and business requirements.
Partner with HR Technology, People Operations & Service Centers to ensure process designs translate into sustainable solutions.
Identify opportunities for simplification, standardization, and automation across processes and regions.
Change Management Oversight
Lead and oversee change management strategies for key HR initiatives.
Ensure the team conducts effective impact assessments, readiness planning, stakeholder engagement, communication planning, and training support.
Review and enhance communication materials, training content, FAQs, and change plans.
Monitor adoption, engagement, and feedback; elevate risks and support mitigation strategies.
Promote consistent change management practices across the Foundations Enablement portfolio.
Cross-Functional Collaboration & Stakeholder Management
Partner with COEs, HRBPs, HR Operations, and regional HR leaders to ensure alignment on process and change outcomes.
Collaborate with Program/Portfolio Management, HR Technology, and Data & Analytics teams to ensure coordinated execution.
Facilitate working sessions, design reviews, and stakeholder check‑ins.
Communicate progress, risks, and decisions to HR leadership and project teams.
Operational Excellence & Continuous Improvement
Establish and maintain team operating rhythms, templates, toolkits, and standards for process and change work.
Track and report on team deliverables, KPIs, adoption metrics, and process performance.
Drive continuous improvement efforts within the team and across HR processes.
Maintain a repository of global process documentation and change assets with appropriate version control.
Qualifications Required:
Bachelor’s degree in Human Resources, Business, Organizational Development, Industrial Engineering, or related field.
5+ years of experience in HR process design, HR operations, organizational change management, or HR transformation.
1–3 years of experience supervising or coaching team members (formal or informal).
Strong facilitation, communication, and stakeholder engagement skills.
Experience supporting or delivering large‑scale HR process or change initiatives.
Proficiency with process mapping and change management tools and methodologies.
Qualifications Preferred:
Experience working with HR technology platforms (Workday, ServiceNow, SuccessFactors).
Certification in change management (Prosci, ACMP) or continuous improvement (Lean, Six Sigma).
Experience working in a global, matrixed HR organization or shared services environment.
Familiarity with workflow automation or digital enablement tools.
Experience managing cross‑regional projects or working with global stakeholder groups.
Key Competencies:
People Leadership:
Coaches others, builds capability, and supports team performance.
Process Excellence:
Applies structured methodologies to design, optimize, and scale HR processes.
Change Leadership:
Guides effective adoption and enables stakeholders through transitions.
Collaboration:
Works effectively across HR, technology, and global partners.
Strategic Execution:
Balances priorities, manages risks, and ensures quality deliverables.
Communication:
Delivers clear, concise, and structured messages to diverse audiences.
Continuous Improvement:
Identifies opportunities to simplify, standardize, and enhance processes.
Global Mindset:
Understands regional differences and adapts solutions to diverse needs.
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Global Change Management & Process Design Leader
leads a team of global Change Management & Process Design Leads who design, optimize, and enable HR processes across the enterprise. This leader ensures that redesigned processes are effectively implemented and adopted, supporting a consistent and modern HR service delivery experience globally.
The role partners closely with HR Centers of Expertise (COEs), HR Technology, HR Operations, Regional HR teams, and cross‑functional stakeholders to deliver process improvements and effective change management. The ideal candidate has strong people leadership skills, hands‑on expertise in process and change disciplines, and experience delivering results in a matrixed HR environment.
Key Responsibilities: People Leadership & Team Management
Supervise, coach, and develop a global team of Change Management & Process Design Leads.
Manage team workload, project assignments, and prioritization across global and regional efforts.
Provide guidance and quality oversight on process design deliverables, change materials, and stakeholder engagement approaches.
Support professional development, skill‑building, and continuous improvement across the team.
Foster a collaborative, inclusive, and high‑performing team culture.
Process Design & Optimization Leadership
Guide the team in mapping current‑state HR processes and designing future‑state workflows across the employee lifecycle.
Ensure process designs are consistent, scalable, and aligned to HR strategy, data governance, compliance requirements, and system capabilities (e.g., Workday, ServiceNow).
Review and refine process documentation such as process maps, RACIs/RASCIs, SOPs, and business requirements.
Partner with HR Technology, People Operations & Service Centers to ensure process designs translate into sustainable solutions.
Identify opportunities for simplification, standardization, and automation across processes and regions.
Change Management Oversight
Lead and oversee change management strategies for key HR initiatives.
Ensure the team conducts effective impact assessments, readiness planning, stakeholder engagement, communication planning, and training support.
Review and enhance communication materials, training content, FAQs, and change plans.
Monitor adoption, engagement, and feedback; elevate risks and support mitigation strategies.
Promote consistent change management practices across the Foundations Enablement portfolio.
Cross-Functional Collaboration & Stakeholder Management
Partner with COEs, HRBPs, HR Operations, and regional HR leaders to ensure alignment on process and change outcomes.
Collaborate with Program/Portfolio Management, HR Technology, and Data & Analytics teams to ensure coordinated execution.
Facilitate working sessions, design reviews, and stakeholder check‑ins.
Communicate progress, risks, and decisions to HR leadership and project teams.
Operational Excellence & Continuous Improvement
Establish and maintain team operating rhythms, templates, toolkits, and standards for process and change work.
Track and report on team deliverables, KPIs, adoption metrics, and process performance.
Drive continuous improvement efforts within the team and across HR processes.
Maintain a repository of global process documentation and change assets with appropriate version control.
Qualifications Required:
Bachelor’s degree in Human Resources, Business, Organizational Development, Industrial Engineering, or related field.
5+ years of experience in HR process design, HR operations, organizational change management, or HR transformation.
1–3 years of experience supervising or coaching team members (formal or informal).
Strong facilitation, communication, and stakeholder engagement skills.
Experience supporting or delivering large‑scale HR process or change initiatives.
Proficiency with process mapping and change management tools and methodologies.
Qualifications Preferred:
Experience working with HR technology platforms (Workday, ServiceNow, SuccessFactors).
Certification in change management (Prosci, ACMP) or continuous improvement (Lean, Six Sigma).
Experience working in a global, matrixed HR organization or shared services environment.
Familiarity with workflow automation or digital enablement tools.
Experience managing cross‑regional projects or working with global stakeholder groups.
Key Competencies:
People Leadership:
Coaches others, builds capability, and supports team performance.
Process Excellence:
Applies structured methodologies to design, optimize, and scale HR processes.
Change Leadership:
Guides effective adoption and enables stakeholders through transitions.
Collaboration:
Works effectively across HR, technology, and global partners.
Strategic Execution:
Balances priorities, manages risks, and ensures quality deliverables.
Communication:
Delivers clear, concise, and structured messages to diverse audiences.
Continuous Improvement:
Identifies opportunities to simplify, standardize, and enhance processes.
Global Mindset:
Understands regional differences and adapts solutions to diverse needs.
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