Global HR Policy - Program Lead

About the role

The HR Policy Program Manager is responsible for managing key HR policy programs and processes that enable consistent, compliant, and employee-centered solutions across General Motors. This role leads the U.S. salaried accommodations process, designs and implements new HR Policy processes, and partners broadly across Employee Relations and Investigations (ERI), functional and global HR teams, and Centers of Expertise (COEs). The ideal candidate combines strong program management, policy governance, process design, stakeholder management, and continuous improvement skills. They are comfortable translating business needs and external market insights into practical HR solutions and measurable outcomes.

Key Responsibilities

• Manage the U.S. salaried accommodations process, ensuring an effective, consistent, and well-governed experience for employees, leaders, and HR partners.
• Design, build, implement, and continuously improve HR Policy processes that support company objectives and evolving business needs.
• Lead special projects and other strategic initiatives within the HR Policy portfolio.
• Support global expansions and the implementation of scalable policy processes across regions and business areas.
• Develop and maintain policy governance practices, including process standards, ownership, documentation, review cycles, and stakeholder accountability.
• Maintain and enhance the HR Policy SharePoint site as a reliable, accessible source of policy information and resources.
• Partner with Policy Consultants to coordinate work, support project delivery, and improve consistency across policy initiatives.
• Identify opportunities to simplify, standardize, and improve the employee and manager experience associated with HR policies and processes.
• Research, benchmark, and apply insights into practical, risk-balanced solutions for GM.
• Measure the effectiveness and impact of HR policies and related processes.
• Create and maintain an HR Policy scorecard that communicates results, trends, risks, and opportunities to key stakeholders.
• Use data, stakeholder feedback, and operational insights to identify improvement priorities and drive continuous improvement activities.
• Prepare concise updates and recommendations for leadership and other stakeholders.
• Collaborate closely within ERI and across functional and global HR teams.
• Partner with COEs and other stakeholders to align policy solutions with business, employee, and organizational needs.
• Build trusted relationships with stakeholders by providing practical guidance, managing expectations, and connecting policy decisions to business outcomes.
• Facilitate alignment across diverse perspectives and drive decisions through implementation.

Required Qualifications

• 5+ years experience in HR policy, employee relations, accommodations, HR operations, program management, or a related discipline.
• Demonstrated experience designing, implementing, and improving business processes or programs.
• Strong project management skills, including the ability to manage multiple priorities, timelines, stakeholders, and deliverables.
• Strong analytical and problem-solving skills, including the ability to translate data and insights into recommendations.
• Excellent written and verbal communication skills, with the ability to communicate effectively with employees, HR professionals, business leaders, and senior stakeholders.
• Demonstrated ability to collaborate across functions, geographies, and levels of the organization.
• Proficiency with Microsoft Office, SharePoint, and tools used to organize, analyze, and communicate program information.

Preferred Qualifications

• Experience managing workplace accommodations or related HR case processes.
• Experience developing policy governance frameworks, scorecards, dashboards, or performance measures.
• Experience supporting global HR programs or adapting processes across countries and regions.
• Experience benchmarking external HR practices and applying insights in a large, complex organization.
• Experience working with HR Centers of Expertise, Employee Relations, or shared services teams.

Key Competencies

• Strategic and operational thinking
• Program and project management
• Policy governance and process design
• Data analysis and continuous improvement
• Stakeholder influence and relationship management
• Sound judgment and risk-balanced decision-making
• Clear, concise communication
• Adaptability and execution in a complex environment

Measures of Success

• The U.S. salaried accommodations process is consistently managed, well-documented, and responsive to employee and business needs.
• HR Policy processes are implemented effectively, with clear governance, ownership, and documentation.
• SharePoint content is accurate, accessible, current, and easy for stakeholders to use.
• Global expansions and special projects are delivered on time and aligned with business objectives.
• HR Policy scorecard provides meaningful visibility into impact, trends, risks, and improvement opportunities.
• Stakeholders experience HR Policy as a practical, proactive, and trusted partner.
• Continuous improvement actions produce measurable gains in policy effectiveness, process efficiency, and stakeholder experience.

Non-Discrimination and Equal Employment Opportunities (U.S.)

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. 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. 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.