HR Solutions Implementation Leader

HR Solutions Implementation Leader

There has never been a more exciting time to work at General Motors. To achieve our vision of a world with Zero Crashes, Zero Emissions and Zero Congestion, we need people to join us who are passionate about creating safer, better and more sustainable ways for people to get around. This bold vision won't happen overnight, but just as we transformed how the world moved in the last century, we are committed to transforming how we move today and in the future.

About the Strategy & Enablement Team

The Strategy & Enablement Team serves as the operational and intelligence engine for GM's Global HR function. It's the operational layer for implementing all HR offerings, enabling cohesive experiences and integrated insights, which measure outcomes and inform strategy. This team has four key responsibilities :

• Baseline foundational experience - Eliminate friction in all foundational employee services and manage the core employee systems and data.
• Solutions Enablement - Partner with all COEs on the effective delivery and tech enablement of our priorities / programs, driving an HR platform strategy.
• Data, Insights and Employee Voice - Measure effectiveness and surface insights to drive a continuously improving HR strategy. Ensure appropriate data governance and democratization to enable better decision making.
• Strategy Operations - Manage the operating rhythm of the HR function, connecting strategy with actionable operational plans.

About the Role

The HR Solutions Implementation Leader owns the HR solutions implementation domain and plays a critical role in shaping long-term HR strategy. This leader is accountable for defining OKRs, delivering KPIs, and driving enterprise-wide transformation initiatives. The role collaborates with executive leadership, COEs, IT, vendors, and analytics teams to ensure HR solutions are implemented with excellence, cohesion, and alignment to GM's strategic priorities. This is a senior people leadership role requiring strong systems thinking, digital acumen, and the ability to lead through influence across multiple functions and regions.

Key Responsibilities

Own the HR COE solutions implementation domain and set strategic objectives aligned with GM and HR Strategy & Enablement priorities. Lead a specialized team, including people managers and technical experts, responsible for driving solution architecture, platform / process design, and enterprise systems implementation. Navigate interdependencies across HR systems, processes, and data to ensure cohesion and avoid fragmentation. Collaborate with executive leadership, business process owners, other enablement teams, internal tech teams, data and analytics partners, and external vendors to evaluate and implement optimal solutions. Champion user-centered design, AI native workflows / technologies, and AI augmented operational excellence in all solutioning efforts. Play a leadership role in the evolution of the Strategy & Enablement team's strategy, operating model, capabilities, and roadmap. Champion and manage large-scale change management initiatives across HR and business units. Foster a culture of innovation, inclusion, and continuous improvement within the HR function.

Required Skills and Qualifications

15+ years of enterprise technology experience. Deep expertise in HR technology and solution implementation, with strong digital acumen and an AI-first mindset. Strong understanding of HR domains and the intersection of technology, process, and data to enable business outcomes. Proven experience in HR operations, product management, or enterprise solution delivery within a large, matrixed organization. Demonstrated ability to influence executive-level decisions and shape enterprise strategy. Strong track record of driving large-scale change management and delivering measurable outcomes. Exceptional strategic thinking, analytical skills, and ability to navigate ambiguity. Strong communication, facilitation, and negotiation skills, with experience managing stakeholder relationships at all levels. Demonstrated ability to build and lead high-performing, cross-functional teams. Experience working with enterprise platforms (e.g., Workday, ServiceNow), SaaS vendors, and internal IT teams. Ability to manage relationships with external vendors and negotiate contracts to ensure cost-effective, high-quality services. Continuous improvement mindset with a focus on optimizing processes and driving innovation.

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, as well as geography of the selected candidate.

The salary range for this role is $237,800 $318,500. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.

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. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc).

This role is categorized as hybrid. This means the selected candidate is expected to report to a specific location at least 3 times a week {or other frequency dictated by their manager}. The selected candidate will be required to travel