HR/LR Partner

DMAX Ltd. is a wholly owned subsidiary of General Motors that produces the Duramax 6.6L V-8 turbo-diesel engine for Chevrolet Silverado HD and GMC Sierra HD pickup trucks. DMAX combines deep diesel expertise with advanced manufacturing capabilities to meet the demands of our heavy-duty truck customers. This role will be onsite supporting our facilities in Moraine, OH and/or Brookville, OH.

About the role

As a member of DMAX’s Human Resources Group you will lead assigned business functions in day-to-day HR and LR activities and provide direction and leadership that aligns and supports our objectives, mission and culture. You will work strategically with assigned functional business leaders to improve working relationships, build engagement, increase output, attract and retain talent. This role provides dual employment support between GM & DMAX, including two distinct employee handbooks / policy manuals with unique processes to support the operating model.

Responsibilities

• Encourage an effective, inclusive work environment / culture and relationships.
• Build and maintain strong working relationships with operations partners, Union representatives, HR colleagues, and other business partners to jointly deliver strategic objectives and resolve issues.
• Coordinate and assist in IUE-CWA contract negotiations, implementation and ongoing administration of all Collective Bargaining Agreements.
• Investigate and prepare responses to grievances.
• Administer hourly and other represented compensation consistent with union and collective agreements supporting skilled, other than skilled and temporary recruiting and hiring.
• Execute HR efforts related to investigations, governmental inquiries / charges, grievance resolution, performance and absence management, and disciplinary action.
• Coach, counsel, and educate salaried operations partners on HR policies, processes, and programs.
• Interpret data and use technology to proactively identify and diagnose business needs / opportunities and develop solutions to meet those needs.
• Track and report on labor planning data and strategies.
• Support, as consultant, programs that contribute to the work environment and or development, such as Workplace of Choice (WoC), talent development programs, MFG University, recognition, etc.
• Create a high touch/personal HR experience by supporting employees with questions, concerns, and general engagement.
• Partner with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations and provide guidance when appropriate.
• Maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the HR Policy consultant and legal department as needed/required.
• Work closely with employees, Business HR, and managers to improve work relationships, build morale, and increase productivity and retention.
• Partner with BHR related to Talent Management and Development matters providing data and support on implementation of actions.
• Provide talent and performance management guidance to leaders (i.e. coaching, consulting, corrective actions, and crisis relations).
• Partner with Policy & Investigation COE to support complex employee relations issues and investigations.
• Support onboarding in conjunction with People Leaders and Onboarding Buddies.
• Conduct exit interviews, analyze attrition data and partner with Business HR to develop recommendations for corrective action and continuous improvement.
• Identify individual leadership coaching needs and perform necessary coaching to employees.
• Collaborate with colleagues and consult with people leaders on individual employee compensation matters to ensure alignment to pay for performance and employee recognition programs.
• Identify areas of opportunity for continuous improvement and partner with COEs to build effective working relationships and provide constructive field perspective to influence common processes and procedures.

Requirements

• 3+ years of related HR and/or LR experience; highly desired in a unionized organization in manufacturing.
• Strong interpersonal skills in facilitation, negotiations and conflict resolution.
• Proven ability to work independently, take initiative, and work to plan.
• Demonstrated analytical, organizational, and project management skills.
• Excellent written and verbal communication skills.
• Highly proficient use of HR Systems and computer software application skills (i.e. Workday, SAP, Excel, Kronos etc.).
• Proficient with Data Analysis, and possess strong Microsoft Excel skills.
• Skill and proficiency in a wide range of HR practice areas.

Qualifications

• Workday & SAP experience preferred.
• Previous Labor Relations experience as an HR Business Partner is preferred.
• Bachelor’s Degree is preferred. Specialization in labor relations, human resources or similar.

This position may require off-shift work; must be willing and able to work flexible, and additional hours as required.

Pay

The salary range for this role is $71,300 - 109,400. 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.

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).

Schedule

This role is categorized as onsite. This means the selected candidate is expected to report to a specific location on a full-time basis. This job may be eligible for relocation benefits.