Sr. HR Manager - Software & Services Engineering

Job Description

Join us at a pivotal moment in GM’s transformation into a global software and services powerhouse. As part of the Software and Services Engineering HR leadership team, you’ll lead a team of HR Business Partners focused on shaping the people strategy that powers innovation, growth, and cultural transformation. We’re looking for a forward-thinking HR leader who thrives in fast-paced environments, leads through change, and brings people-first solutions to bold business challenges.

Key Responsibilities:

• Provide strategic guidance and expertise in organizational design, performance management, workforce planning, and change leadership to drive engagement and success at the individual, team, and business level.

• Partner with leadership to define and execute the talent strategy aligned with GM’s long-term global software business goals.

• Act as a strategic partner and coach to executive leadership, providing ongoing guidance to foster strong, adaptive leadership.

• Collaborate with functional HR partners to implement GM’s global performance and total rewards framework—including compensation planning, performance management, talent assessment, and succession planning.

• Act as a change agent, championing the evolution of leadership and people practices that support GM’s identity as a tech-forward employer.

• Inspire, coach, and develop a high-performing HR Business Partner team to support and accelerate the success of GM’s software organization.

• Drive operational excellence across all HR processes by delivering consistent, high-quality support and leveraging deep subject matter expertise.

• Generate new perspectives and insights to fuel a culture of innovation, risk-taking, and high performance. Champion leadership accountability and a commitment to employee engagement, inclusion, and enablement.

• Leverage people analytics to identify internal and external trends, share data-driven insights with leadership, and influence impactful change.

• Build and maintain strong, collaborative relationships with key stakeholders, including employees, clients, and functional HR Centers of Excellence.

• Uphold the highest standards of integrity, ensuring compliance with GM’s Code of Conduct, policies, and practices.

• Drive transformation initiatives—including M&A integrations, operating model shifts, and org design changes—with agility, influence, and a focus on employee experience.

• Provide strategic cultural education as part of M&A integration work.

Requirements:

• 15+ years of progressive HR experience, with at least 3 years in a leadership role within a tech-driven or transformative environment

• Demonstrated ability to lead through complexity, scale rapidly, and drive outcomes across a matrixed organization

• Highly collaborative and data-driven, with a strong bias for action and results

• Proven success working independently, taking initiative, and adapting quickly to change

• Exceptional interpersonal skills in facilitation, influence, and conflict resolution

• Bachelor’s degree in Human Resources or a related field—or equivalent experience

• Previous experience in fast moving start-up environments

Core Competencies:

• Tech-Savvy Business Acumen – Understands how product, engineering, and business teams operate; aligns people strategy with fast-paced tech growth and innovation.

• Influencing & Stakeholder Management – Effectively builds trust and persuades across all levels, from engineers to executives, to drive alignment and adoption of people strategies.

• Strategic Workforce Planning – Anticipates talent needs in areas like AI, software, and data science; builds flexible, future-ready org structures.

• Agile Change Leadership – Leads through rapid scaling, restructuring, M&As, or shifts in business models with resilience and clarity.

• Culture Stewardship – Shapes and scales culture intentionally across hybrid and distributed teams while fostering innovation and collaboration.

• People Analytics & Insights – Uses data to drive decisions around performance, retention, engagement, and workforce planning.

• Executive Coaching & Succession – Partners with senior leaders to develop leadership pipelines, coach technical leaders, and ensure succession continuity.

• Global HR Expertise – Navigates cross-border, culturally nuanced HR practices in a global organization.

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