Talent Planning Analyst

Job Description

The Role:

The Talent Planning Analyst is a high-impact, enterprise-facing role within our Global Talent Center of Excellence, responsible for building, executing, maintaining, and continuously improving enterprise talent review and succession planning strategies. 

Key Responsibilities:

Talent Review & Succession Planning

• Support and continuously improve the global talent review and succession planning cycle for the enterprise.
• Support end-to-end program and system design and governance processes for high-potential identification programs, including assessment frameworks, nomination criteria, development planning, and program evaluation.
• Develop and maintain strategic workflow and document management protocols to keep review and planning cycles operating effectively and efficiently.
• Build and manage review and planning cycles in line with organizational rhythms and specialized requests.

Talent Analytics & Strategic Insights & Partnerships

• Support reporting and tracking of succession health, high-potential identification, or other key metrics as part of operational and strategic reporting requirements.
• Research and build thought leadership on talent planning best practices, sharing insights with COE Team, HR leaders, and other stakeholders to enable capability uplift across the global HR community.
• Support the management of relationships with external talent assessment providers, leadership consultancies, and benchmarking networks.

Required Qualifications:

• Bachelor’s degree in Human Resources, Organizational Development, Business, or a related discipline.
• 4+ years of HR experience with a minimum of 2 years in talent management, organizational effectiveness, or succession planning roles.
• Proven experience designing and facilitating talent review processes in complex, multi-site global organizations.
• Proficiency in workforce analytics and HRIS platforms (Workday preferred).
• Strong executive presence and executive facilitation skills; demonstrated ability to engage and influence at the executive level.
• Strong project management capabilities; able to lead multiple simultaneous workstreams across geographies with a high degree of autonomy.

Preferred Qualifications:

• Master’s degree in Industrial-Organizational Psychology or HR Management.
• SHRM-SCP, SPHR, or equivalent HR certification; additional credentials in talent assessment (e.g., Hogan, Korn Ferry Leadership Architect, DDI).
• Experience with people analytics tools (Visier or equivalents).
• Prior experience in the automotive sector with an understanding of technical/engineering talent landscapes.
• Experience with design, configuration, testing, implementation, and support of talent planning and succession modules in Workday.

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 $71,300 – $109,400. 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}. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

About GM

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Why Join Us

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Benefits Overview

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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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