About the HR Strategy & Enablement Team
The HR Strategy & Enablement Team serves as the operational and insights engine for GM’s Global HR function. It’s the operational layer for implementing all HR offerings, enabling cohesive experiences and generating integrated insights, which measure outcomes and inform strategy.
This team has four key responsibilities:
- Foundations Enablement - 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, to ensure cohesion in our offerings and the ability to derive holistic insights.
- People Analytics - 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 – Design, manage and continually improve the operating rhythm of the HR function, connecting strategy with actionable operational plans.
The Lead, Strategy Operations, plays a critical role in driving operational excellence, strategic alignment, and execution across the Global HR function. This role leads a small, high-impact team responsible for translating HR strategy into actionable plans, managing the HR operating rhythm and budgets, and ensuring the function runs as a cohesive, data-informed, and high-performing unit.
This is a critical role that requires strong systems-thinking, cross-functional coordination, and the ability to operate at both strategic and tactical levels.
Key Responsibilities
- HR Operational Planning: Partner with the functional leadership to translate high-level HR strategy into clear, actionable operational plans across the HR function.
- Operating Cadence: Design and manage the HR function’s internal rhythm – including operating reviews, performance dashboards, etc.
- Budget & Resource Management: Oversee the HR budget and resource allocation process, ensuring alignment with strategic priorities and operational efficiency.
- Operations Optimization: Identify and implement opportunities to improve the internal functioning of the HR team.
- Cross-Functional & Special Projects: Lead the project management of complex, cross-functional initiatives that require coordination across multiple teams and stakeholders.
- Performance Measurement: Define and track key operational and delivery metrics to assess HR’s internal health and effectiveness, and provide insights to the leadership team.
Key Capabilities & Required Experience
- 10+ years proven experience in HR operations, business planning, or enterprise program management.
- Demonstrated ability to lead cross-functional initiatives and manage complex stakeholder relationships.
- Experience designing and running operating cadences (e.g., QBRs, operating reviews).
- Strong analytical and problem-solving skills; comfort with data and performance metrics.
- Strong financial acumen and experience managing budgets and resource planning.
- Excellent communication, facilitation, and executive reporting skills.
- Experience in a fast-paced, matrixed environment; automotive or manufacturing sector experience is a plus.
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 $178,500 – $273,200. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.
