Job Description

About the Role:

We are seeking a Leader for People Analytics Journeys & COE Consulting to lead a team of embedded insights partners supporting GM’s HR Centers of Excellence and priority employee journeys. This leader will shape how people analytics consulting and journey‑based insights inform talent strategies, program design, and decision‑making across domains such as Talent Acquisition, Talent Management, Learning, Rewards, Services and Corporate Citizenship. If you thrive at the intersection of analytics, consulting, and HR transformation—and enjoy turning complex questions into clear, actionable insights for senior stakeholders, this role offers the opportunity for meaningful enterprise impact.

Why This Role Matters:

This role sits at the center of how GM’s HR COEs and key journeys access and apply people insights. By leading the Journeys & COE Consulting team, you will move analytics from one‑off requests to integrated, journey‑centric consulting that guides how we hire, develop, move, reward, and support our people—ultimately strengthening both employee experience and business outcomes.

What You’ll Do:

Lead the Journeys & COE Consulting Portfolio
Set the strategy and operating rhythm for a team of people analytics consultants embedded to HR COEs and critical employee journeys, aligning the work with the broader HR Strategy & Enablement mission and People Analytics organization, and focusing on the highest‑value talent, organizational health, and transformation questions.
Deliver Strategic Consulting & Insights
Oversee high‑impact consulting engagements that apply people data to topics such as hiring, internal mobility, retention, capability building, and workforce health—translating analytics into clear recommendations for senior HR and business leaders.
Enable COEs in the Shift to Journey‑Centric Insights
Partner with COE leaders to support and enable their shift toward end‑to‑end journeys and “moments that matter,” co‑defining the metrics, signals, and insight products that guide design, investment, and continuous improvement.
Connect Journeys with the Integrated People Analytics Team Operating Model
Work closely with Employee Voice, Reporting & Data Enablement, Data Science, and Workforce Planning leaders to ensure consulting questions are supported by the right data foundations, products, and research.
Strengthen Ways of Working & Governance
Help define engagement standards, intake and prioritization criteria, success measures, and consulting toolkits so the Journeys & COE Consulting team operates consistently and transparently across stakeholders.
Influence, Enable, and Build Data Literacy
Build trusted relationships with executives and HR leaders, increase comfort using people analytics in decisions, and coach partners on framing the right questions, interpreting insights, and acting on recommendations.

What We’re Looking For:

Experience

12+ years in People Analytics, HR analytics, workforce planning, or related consulting/strategy roles, with significant experience in client‑facing analytics consulting.
5+ years leading teams or cross‑functional initiatives in analytics, consulting, or HR strategy, ideally in complex, global environments.
Proven track record leading high‑impact consulting engagements that influenced talent strategy, organizational effectiveness, or large‑scale HR programs.

Expertise

Deep understanding of the HR lifecycle and journeys (e.g., talent acquisition, development, mobility, rewards, engagement, exits) and how analytics supports decisions along those journeys.
Strong familiarity with analytics operating models (consulting, COE partnering, enablement/platform) and how to work within an integrated People Analytics “triad” structure.
Applied experience using HR data and analytics (and, ideally, tools such as Visier, Workday, and BI platforms) to inform executive decisions; hands‑on tools expertise is a plus but not required.

Skills

Exceptional consulting, problem‑solving, and storytelling skills—able to turn ambiguous questions into structured approaches and decision‑ready narratives.
Comfort working with senior and executive stakeholders, balancing strategic thinking with pragmatic recommendations and clear trade‑offs.
Strong enterprise and systems thinking, with the ability to connect local COE needs to enterprise standards, data foundations, and common patterns.
Demonstrated change leadership, curiosity, and a continuous‑improvement mindset.

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 $192,700 – $294,600. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.



GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc).

This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}.

The selected candidate will be required to travel <25% for this role.

This job may be eligible for relocation benefits.



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 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 to feel they belong to one General Motors team.

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

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