Staff HR Business Partner

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.

• 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.

• Guides leaders in applying Total Rewards practices that align with strategy, equity, and market realities. Ensures sound judgment in complex situations and protects 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.

Expertise

Recognized as an expert in their field. Applies highly specialized knowledge and extensive practical experience in the area, as well as organizational expertise 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 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 the 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. Understands the interrelationships of different aspects and implications of actions. Designs and develops impactful and innovative solutions to considerably broad and complex problems, often spanning across multiple disciplines within the business unit. Exercises independent judgement in selecting methods and evaluating criteria for obtaining results. Expertly adapts communication style and uses persuasion and occasionally negotiation to convince others to accept new ideas, approaches, concepts, or practices. Operates as a key influencer across global HR functions and business units, delivering cohesive, future-focused solutions. Deals with situations where differing opinions, past practices or experiences may significantly constrain agreement.

Scope & Impact

Sets objectives and takes responsibility for achieving metrics and Key Performance Indicators that directly influence the 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. Develops, plans, and implements solutions that require integration of multiple related teams or larger teams of both internal and external stakeholders. Champions change and influence adoption of innovative HR practices. Co-leads complex change management programs, ensuring adoption and sustainability across diverse teams. Role models GM's behaviors necessary to maintain a productive team without inhibiting individuality and personal diversity. May serve as an indirect leader within their function. Their contributions drive the delivery of results that impact various departments and or functions and directly contribute to execution of functional strategies. Serve as a resource and mentor to less experienced HR professionals, providing guidance on complex issues. Identifies recurring team or process challenges and collaborates with HR Centers of Excellence and HR Operations to implement practical, scalable solutions.

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.