Job Description
The L&D Coordinator will lead the end-to-end learning strategy for our operations in Mexico. This role is responsible for ensuring full legal compliance with local labor regulations while driving high-impact leadership development and technical training plans. You will act as a strategic partner to the business, translating organizational priorities into scalable learning solutions that enhance employee performance and professional growth.
Education: Bachelor’s degree in HR, Psychology, Education, or related field.
Experience: Proven experience in Training & Development, specifically with the Mexican Industrial or corporate landscape
3 to 5 years of proven experience in similar Training & Development roles
Solid background working with the Mexican industrial, manufacturing and services landscapes
Demonstrated track record of building processes from scratch and designing training frameworks in greenfield or transforming environments
Knowledge: Deep understanding of Mexican Labor Law regarding training and STPS documentation (DC-1, DC-2, DC-3, etc.).
Soft Skills: Strong facilitation skills, strategic thinking, and the ability to influence stakeholders at all levels, high level of learning agility and the ability to thrive while dealing with ambiguity
Proficiency in leveraging technology and AI tools to optimize HR operations, learning delivery and process map
Languages: Full professional business fluency in English and Spanish.
Key Responsibilities
1. Strategic Planning & Leadership Development
Map out short and long-term strategic training objectives aligned with business goals.
Design and deploy Strategic Leadership and Soft skills Plans to build future-ready management capabilities.
Translate business priorities into effective learning solutions and drive training initiatives that directly impact business performance.
Plan, execute, and monitor the Annual Training Budget, ensuring maximum ROI and value for the money.
2. Legal Compliance & Administration (Mexico Specific)
Ensure 100% compliance with local legal requirements regarding training (e.g., STPS / Comisión Mixta de Capacitación y Adiestramiento).
Craft, develop, and facilitate the Annual Training Needs Analysis (TNA/DNE) and the subsequent Training Plan.
Track performance against the plan, providing detailed reports and data to leadership regarding the status and effectiveness of all activities.
3. Content Design & Deployment
Collaborate with internal partners to design, develop, and deploy comprehensive training materials and strategies.
Build simple, easy-to-access, and high-quality content for end-users.
Develop and deploy Train-the-Trainer sessions to scale internal knowledge.
Oversee student and new college hire programs to ensure a robust talent pipeline.
4. Vendor & Stakeholder Management
Source training solutions from external vendors, evaluating their performance for quality and cost-effectiveness.
Build positive relationships and drive results across vendor partners and internal business units.
Lead team members and suppliers through the planning and implementation of learning solutions.
5. Analytics & Continuous Improvement
Measure the effectiveness of training activities through data-driven KPIs.
Review applicable data to identify opportunities and lessons learned for future resources.
Identify opportunities for continuous improvement and stay current on industry standard methodologies and trends in learning solutions.
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 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.
If you need a reasonable accommodation to assist with your employment, please mention it to the recruiter
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 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}. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.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.
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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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