Labor Relations Employee Placement Planner

Description
Labor Relations Employee Placement Planner
Hybrid. This position requires an employee to be on-site a minimum of 3 days per week at the GM Global Technical Center in Warren, MI.
Sponsorship: 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.
The Role
We are seeking a motivated Labor Relations professional to support Corporate Labor Relations initiatives related to employee placement, workforce movement, staffing optimization, Special Attrition Plan administration, and wage administration.
This role will manage Other Than Skilled (OTS) employee movement and strategy development, support the development and administration of the Special Attrition Plan (SAP), and provide wage-administration support for hourly workforce aligned to the GM-UAW National agreement provisions and related workforce processes. The successful candidate will use labor-agreement knowledge, workforce data, cross-functional partnerships, analytics and systems support to develop practical recommendations and deliver accurate, timely execution across GM operations.
What You'll Do
Employee Placement, OTS Movement, and Strategy Development

• Develop and execute OTS employee movement strategies aligned with business requirements, workforce needs, and the GM-UAW National Agreement.
• Manage backfill and movement processes for OTS employees, including postings, selections, recalls, transfers, relocation payments, and related tracking.
• Support area-hire, extended-area-hire, recall, and other employee-placement activities as required.
• Analyze workforce trends, staffing data, and placement activity to identify risks, opportunities, and recommendations for leadership.
• Develop and improve strategies, processes, and standard work for employee movement and staffing optimization.
• Support the 2028 Employee Placement Subcommittee and applicable National bargaining activities and participate in National bargaining.
• Build and maintain strong working relationships with Union partners, Manufacturing Leadership, HR, Operations, and Corporate Labor Relations stakeholders.

Special Attrition Plan Development and Administration

• Lead the Special Attrition Plan from concept through completion, including strategy development, process design, implementation, and ongoing administration.
• Collaborate with Benefits, Finance, Legal, Payroll, HR, Labor Relations, Manufacturing Excellence and Plant stakeholders to ensure accurate and timely execution.
• Develop and distribute process materials, guidance, and communications for plant and functional stakeholders.
• Create and manage SAP tracking systems, status reporting, and leadership updates.
• Analyze SAP data and develop recommendations related to eligibility, execution, administration, and workforce impacts.
• Provide direction on process questions, identify risks, and drive continuous improvement opportunities.

Wage Administration Support

• Provide wage-administration support to the Corporate Labor Relations lead.
• Support accurate application of wage, allowance, and other wage related tasks.
• Review workforce data for accuracy, identify discrepancies, and support timely resolution.
• Support analysis and communication of wage impacts for the hourly workforce.
• Maintain appropriate records, controls, and reporting to support consistent administration.

Systems, Data, and Continuous Improvement

• Become proficient in the Employee Placement System (EPS) and other systems used to manage employee movement.
• Provide data analysis and recommendations related to EPS transition to Workday.
• Support analysis and correction in Workday.
• Use Microsoft Excel and other business systems to organize, analyze, and communicate workforce information.
• Identify continuous-improvement opportunities and implement practical process enhancements.

Required Qualifications

• Strong verbal and written communication skills.
• Strong data-analytics skills, including the ability to summarize complex information and present it clearly to others.
• Knowledge of the GM-UAW National Agreement and its application to employee movement, placement and wage administration.
• Ability to communicate comfortably in large groups and with leadership teams.
• Ability to learn and use internal business systems, including Workday, Kronos, Employee Placement System and data analytics tools.
• Ability to manage multiple priorities, maintain accurate records, and execute time-sensitive processes.
• Demonstrated ability to collaborate across multiple functions including HR, Operations, Finance, Legal, Payroll, Benefits, Labor Relations, plant, and Union stakeholders.

Preferred Qualifications

• Manufacturing and wage administration knowledge.
• Experience or exposure to labor relations and a Union environment.
• Experience supporting employee movement, workforce planning, staffing optimization, attrition programs, and wage administration.
• Ability to simplify complex labor, workforce, and administrative requirements into clear guidance and actionable recommendations.
• Experience developing processes, tracking systems, leadership reports, or continuous-improvement solutions.

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 categorized as hybrid. This means the selected candidate is expected to report to a specific location at least 3 times a week {or other frequency dictated by their manager}.
Relocation benefits are available for candidates who qualify under company policy.
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 to feel they belong to one General Motors team.
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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.
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