Labor Relations Representative

On Site: This position requires to work on site on a full-time basis

The HR/LR Business Partner – Level 6 serves as a frontline strategic and operational partner to plant leadership, employees, and union representation, supporting labor relations, employee relations, workforce processes, and people-related business needs within the manufacturing environment. The role is responsible for helping maintain a stable, compliant, and productive workplace by proactively addressing employee concerns, interpreting and administering labor agreements and HR policies, coaching leaders, and driving timely execution of core HR/LR processes.

This position requires strong day-to-day partnership with operations leaders, sound judgment in employee and labor matters, and the ability to balance policy, contract administration, business needs, and employee experience in a fast-paced plant environment.

Key Responsibilities

• Partner with plant leadership to provide HR/LR guidance, coaching, and consultation on employee and labor-related matters.
• Administer and interpret national and local labor agreements, policies, and plant practices consistently and effectively.
• Build and sustain productive working relationships with union representatives and support effective labor-management interaction.
• Identify, assess, and address employee concerns, team issues, and workplace risks early to prevent escalation and support a healthy work environment.
• Support performance management processes, including facilitation of mid-year and year-end cycles and preparation activities tied to talent and people reviews.
• Lead or support headcount reviews, workforce actions, and employee transactions through systems such as Workday and Kronos/UKG.
• Manage routine and sensitive people processes, including transfers, attendance/time-related items, and required authorizations or documentation.
• Participate in regular labor and leadership forums such as shop committee meetings, LR office hours, planning meetings, and HR/LR staff meetings.
• Provide timely follow-up, clear communication, and disciplined execution across assigned client groups and plant priorities.
• Contribute to a culture of respect, accountability, compliance, and operational continuity across the organization.

Core Knowledge and Experience

• Experience in human resources, labor relations, employee relations, or manufacturing operations HR .
• Working knowledge of:
  • Labor contract interpretation, including national and local agreements
  • HR policy interpretation
  • Performance management processes
  • Timekeeping and workforce systems such as Workday and Kronos/UKG
  • Workplace protocols, security procedures, and plant practices
• Ability to work effectively in a unionized manufacturing environment and navigate operational, employee, and leadership needs with professionalism and balance.

Success Profile for the Role

The ideal candidate should demonstrate:

• Strong relationship-building with leaders, employees, and union stakeholders
• Sound situational judgment and decision-making
• Proactive follow-through and time management
• Learning agility and the ability to build local plant and GM process knowledge quickly
• Professional presence, composure, and command backed by knowledge
• Responsiveness, discretion, and the ability to manage sensitive matters appropriately

Preferred Candidate Background

• Prior experience supporting hourly populations , union environments , or plant operations
• Experience coaching frontline leaders and handling employee/labor issues with increasing independence
• Familiarity with GM systems, local practices, and manufacturing rhythms is preferred, though strong external candidates with relevant labor and employee relations experience may also be considered

The HR/LR Business Partner – Level 6 supports plant leadership and employees in the effective execution of labor relations and human resources processes within a manufacturing environment. This role partners closely with leaders and union representation to address employee concerns, administer labor agreements, support performance and workforce processes, and promote a stable, respectful, and productive workplace. The ideal candidate brings strong labor/employee relations capability, sound judgment, operational discipline, and the ability to build trusted relationships across the organization.

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 respect and value what each individual contribution 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.