Staff HR Business Partner
General Motors, Pumpkin Center, NC, United States
Job Description
The 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.
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.
Guide leaders in applying Total Rewards practices that align with strategy, equity, and market realities. Ensure sound judgment in complex situations and protect 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.
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, proven ability to influence senior stakeholders.
Equal Employment Opportunity
General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. 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.
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The 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.
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.
Guide leaders in applying Total Rewards practices that align with strategy, equity, and market realities. Ensure sound judgment in complex situations and protect 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.
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, proven ability to influence senior stakeholders.
Equal Employment Opportunity
General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. 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.
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