Senior HR Manager, Software & Services

Job Description

** This is a Level 9 lateral position, and only current Level 9 employees can apply at this time **

Arrangement:

This role is categorized as hybrid. This means the successful candidate is expected to report to Mountain View or Warren three times per week, at minimum.

The Role:

General Motors is undergoing one of the most ambitious transformations in its history—becoming a global leader in software-defined vehicles, electrification, and mobility innovation. As the senior HR executive for our Software and Services Engineering organization, you will serve as a key architect of our talent and culture strategy, partnering directly with top executives to shape the future of work at GM. In this highly visible, enterprise-critical role, you will lead a team of HR professionals to drive integrated, future-forward people strategies that enable scale, performance, and innovation across our global software business.

We’re looking for a dynamic and strategic people leader with deep experience guiding organizations through rapid growth, transformation, and digital reinvention.

Key Responsibilities:

• Serve as a trusted advisor and strategic thought partner to senior executives, to align talent strategies with the software business's evolving needs and priorities.
• Define and lead the execution of integrated talent and organizational strategies across workforce planning, leadership development, succession management, performance enablement, and culture transformation.
• Champion GM’s evolution as a tech-forward employer - guiding leadership mindset shifts, cultural reinvention, and modern employer branding to attract and retain world-class engineering talent.
• Lead and develop a high-performing team of HR Business Partners, building strategic capability, cross-functional collaboration, and operational excellence across the HR organization.
• Influence the broader enterprise HR strategy through deep partnerships with HR COEs (e.g., Talent, Total Rewards, DEI, People Analytics, and Learning), ensuring alignment and excellence in delivery.
• Drive transformation initiatives - including operating model shifts, and org design changes - with agility, influence, and a focus on employee experience.
• Use advanced people analytics and external market insights to shape executive decision-making and anticipate future organizational needs.
• Lead enterprise -level leadership and culture efforts - fostering psychological safety, inclusion, accountability, and high performance across distributed, hybrid teams.
• Uphold GM’s Code of Conduct and act as a steward of ethical leadership, compliance, and global policy alignment.

Additional Job Description

Qualifications:

• 15+ years of progressive HR leadership experience, including executive-level HR Business Partner roles in complex, high-growth, or global tech-forward environments
• Proven success leading large-scale org transformation, culture change, and strategic workforce initiatives at scale
• Experience advising senior executive teams on people, culture, and organizational matters
• Demonstrated success in leading high-performing teams and influencing in matrixed, enterprise environments
• Strong business acumen, systems thinking, and the ability to connect HR strategy to measurable business outcomes
• Expertise in HR operating models and cross-functional HR collaboration with COEs
• Bachelor’s degree required; advanced degree in Business, Organizational Psychology, or HR Management preferred

Competencies:

• Enterprise Leadership & Influence – Trusted voice at the executive table; drives business impact and organizational alignment at scale
• Transformational Change Leadership – Navigates and leads through complexity, ambiguity, and high-speed change with resilience and clarity
• Workforce Strategy & Future Readiness – Builds next-gen org models and leadership pipelines for digital-first, global teams
• Strategic Culture & Inclusion Stewardship – Crafts and scales culture intentionally across geographies and hybrid environments
• Data-Informed Decision Making – Synthesizes internal people data and external market trends to inform enterprise-wide talent decisions
• Digital HR Acumen – Advocates for digital tools, AI-enabled HR, and modern practices to elevate employee experience and efficiency
• Boardroom & C-Suite Engagement – Comfortable presenting to executives and boards on people strategy, culture, and organizational health

Relocation:

• This job may be eligible for relocation benefits.