Senior HR Manager, Software & Services

Description
Arrangement:
This role is categorized as hybrid. This means the successful candidate is expected to report to Mountain View 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 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.

Compensation:

• The expected base compensation for this role is $184,300 - $282,400 USD Annually.
• Actual base compensation within the identified range will vary based on factors relevant to the position.
• Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.

GM DOES NOT PROVIDE IMMIGRATION-RELATED SPONSORSHIP FOR THIS ROLE. DO NOT APPLY FOR THIS ROLE IF YOU WILL NEED GM IMMIGRATION SPONSORSHIP (e.g., H-1B, TN, STEM OPT, etc.) NOW OR IN THE FUTURE.
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About GM
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Why Join Us
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. Every day, we want every employee, no matter their background, ethnicity, preferences, or location, to feel they belong to one General Motors team.
Total Rewards | Benefits Overview
From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources.
Non-Discrimination and Equal Employment Opportunities (U.S.)
General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers.
All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws.
We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire.
Accommodations (U.S. and Canada)
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