Job Description
This Manager, will be the strategic people partner for the plant leadership team. Will be part of a multidisciplinary HRLR team to shape culture, enable high performance, and ensure sustainable, constructive relationships with union representatives and employees. This role is a key voice at the table in business decisions, balancing operational needs, employee experience, and compliance.
Strategic HR & Business Partnership
- Act as primary HR business partner to Plant Director and staff, integrating people strategy with safety, quality, delivery, cost and culture objectives.
- Translate business priorities into HRLR strategies, plans and KPIs (talent, engagement, capability, diversity & inclusion).
- Use data (WOC, attrition, absenteeism, CAP/TeamGM, grievances) to identify trends, risks and opportunities and drive decisions.
Labor Relations & Collective Bargaining
Lead the labor relations strategy for the site, fostering a climate of trust, transpaency and win-win problem solving.
- Manage the relationship with the union/employee representatives, including regular joint committees, issue resolution and communication routines.
- Prepare and participate in Collective Bargaining Agreement (CBA) negotiations, ensuring alignment with company strategy, legal framework and financial impact.
- Anticipate and mitigate labor risk (conflicts, work stoppages, escalations) through early warning, scenario planning and action plans.
Employee Experience, Culture & Engagement
Own the Workplace of Choice and engagement agenda: cascade results, lead action planning with leaders, follow up on commitments.
- Promote a culture of safety, inclusion, and “Win with Integrity”, reinforcing conduct standards, anti-harassment, and respectful workplace expectations.
- Ensure effective processes for employee voice (grievances, open-door, investigations) with timely, fair and well-documented resolutions.
Talent, Capability & Performance
- Lead talent management and succession processes (9-Box, High Promotability, succession pools) in partnership with site and regional HR.
- Drive performance management discipline (goal setting, calibration, feedback quality), ensuring differentiation and accountability.
- Partner with leaders to define capability needs, orchestrate development solutions (coaching, rotations, training) and support leadership pipeline.
HR Operations, Policies & Compliance
- Ensure robust execution of HR operations (hiring, movements, terminations, compensation changes) in Workday and local systems, aligned to policy and internal controls.
- Guarantee compliance with labor law, internal policies, Code of Conduct and CBA, working closely with Legal and Compliance as needed.
- Own HRLR governance and documentation: investigations, disciplinary actions, terminations, settlements, audits and reporting.
- Role-model GM behaviors and values; set clear expectations, provide continuous feedback, and build a high-trust, high-performance HRLR function.
- Bachelor’s degree in Human Resources, Law, Industrial Relations, Business Administration or related field; Master’s degree is a plus.
- 8+ years of progressive HR experience, including significant exposure to labor relations / unions / CBAs; at least 3+ years in a managerial role.
- Proven experience in a manufacturing or industrial environment, partnering with operations at the plant level.
- Demonstrated success in:
- Leading or co-leading collective bargaining and complex negotiations.
- Managing conflict and change in dynamic, high-pressure environments.
- Implementing engagement / culture initiatives with measurable impact.
- Strong knowledge of labor law and HR best practices; able to balance legal risk, business needs and employee fairness.
- Excellent influencing and relationship-building skills across all levels (operators, union reps, leaders, corporate).
- High integrity, sound judgment and confidentiality in handling sensitive issues.
- Strong analytical, problem-solving and storytelling skills; comfortable using data to drive decisions and challenge assumptions.
- Fluency in Spanish and English (written and spoken).
- A high-impact leadership role at the heart of the plant’s business and people strategy.
- Opportunity to shape labor climate, culture and talent in a complex, visible operation.
- A collaborative environment that values safety, integrity, inclusion and continuous improvement, with access to regional/global HR and LR communities and development opportunities.
If you share the specific plant (e.g., Silao Trucks, GPS, etc.) and union/CBA context, I can further tailor the wording, KPIs and emphasis to match your site reality.
This position requires the ability to legally operate motor vehicle on a regular basis
In case you need any reasonable adjustment to continue with your process, let your recruiter know.
Remember to attach your CV when applying to this vacancy.
Just so you know…diversity and inclusion are our strengths. We respect and value what each individual contribution to our team, including their origin, education, sex, race, ethnic group, sexual orientation, gender expression and / or identity, religious context, age, generation, and disability. We believe that our ability to meet the needs and expectations of an increasingly diverse and global customer base is closely linked to the diversity and inclusion that we experience within General Motors.
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 role is categorized as onsite. This means the selected candidate is expected to report to a specific location on a full-time basis.
The selected candidate will be required to travel <25% for this role.
This job may be eligible for relocation benefits.
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.
Non-Discrimination and Equal Employment Opportunities
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.
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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