Sr. Business Partner Labor Relations N7
hace 2 semanas
Job Description
Key Responsibilities:
Core HR:
Create a high touch/personal HR experience by supporting employees with questions, concerns, and general engagement.
Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations and provides guidance when appropriate.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the HR Policy consultant and legal department as needed/required.
Works 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.
Supports onboarding in conjunction with People Leaders and Onboarding Buddies.
Conducts exit interviews, analyzes attrition data and partners with Business HR to develop recommendations for corrective action and continuous improvement.
Identifies individual leadership coaching needs and performs 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.
Labor:
Maintains working relationship with union officials and adheres to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions, including investigating, answering, and settling grievances.
Administer hourly and other represented compensation consistent with union and collective agreements.
Implement local and national agreements and participate in negotiations where required.
Support People Involvement and implementation of our Global Manufacturing System (GMS).
Support, as consultant, programs that contribute to the work environment and or development, such as WoC, DEI, development programs, MFG University, recognition, etc.
Key Requirements:
- HR Professional Degrees or related careers or equivalent experience (5 years)
- Experience in HR and LR
- Talent Management
- Succession Planning
- Headcount Administration
- Talent Development plans
- Compensation planning
- Performance management
- Change Management
- HR Systems (Kronos, ADP, Workday)
- Data Analytics
- Mexican Labor Law legislation
- Collective Bargaining Agreements (CBA)
- Labor Relations
- Fluent in English
Responsibilities:
- Guide employees & leaders thru WD in different process such as: career path, compensation, documents, talent cards, etc.
- Workday system follow up - assure onboarding into the system.
- Salary proposal review.
- Communicate/educate business leaders on significant, relevant changes in HR policies and program.
- Labor Investigations.
- Maintain working relationship with union officials and adhere to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions, including investigating, answering, and settling grievances.
- 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.
Diversity and inclusion are our strengths. We respect and value what each individual contributes 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.
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 aspire to be the most inclusive company in the world. 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. Our Work Appropriately philosophy supports our foundation of inclusion and provides employees the flexibility to work where they can have the greatest impact on achieving our goals, dependent on role needs. Every day, we want every employee, no matter their background, ethnicity, preferences, or location, to feel they belong to one General Motors team.
Diversity Information:
General Motors is committed to being a workplace that is not only free of discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that workforce diversity creates an environment in which our employees can thrive and develop better products for our customers. We understand and embrace the variety through which people gain experiences whether through professional, personal, educational, or volunteer opportunities.
We encourage interested candidates to review the key responsibilities and qualifications and apply for any positions that match your skills and capabilities.
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