HR Manager – Software and Services Engineering

HR Manager – Software and Services Engineering

Requirements

• 10+ years of progressive HR experience, with at least 3 years in a leadership role within a tech-driven or transformative environment
• Demonstrated ability to lead through complexity, scale rapidly, and drive outcomes across a matrixed organization
• Highly collaborative and data-driven, with a strong bias for action and results
• Proven success working independently, taking initiative, and adapting quickly to change
• Exceptional interpersonal skills in facilitation, influence, and conflict resolution
• Bachelor’s degree in Human Resources or a related field—or equivalent experience

Responsibilities

• Provide strategic guidance and expertise in organizational design, performance management, workforce planning, and change leadership to drive engagement and success at the individual, team, and business level.
• Partner with leadership to define and execute the talent strategy aligned with GM’s long-term global software business goals.
• Act as a strategic partner and coach to executive leadership, providing ongoing guidance to foster strong, adaptive leadership.
• Collaborate with functional HR partners to implement GM’s global performance and total rewards framework—including compensation planning, performance management, talent assessment, and succession planning.
• Act as a change agent, championing the evolution of leadership and people practices that support GM’s identity as a tech-forward employer.
• Inspire, coach, and develop a high-performing HR Business Partner team to support and accelerate the success of GM’s software organization.
• Drive operational excellence across all HR processes by delivering consistent, high-quality support and leveraging deep subject matter expertise.
• Generate new perspectives and insights to fuel a culture of innovation, risk-taking, and high performance. Champion leadership accountability and a commitment to employee engagement, inclusion, and enablement.
• Leverage people analytics to identify internal and external trends, share data-driven insights with leadership, and influence impactful change.
• Build and maintain strong, collaborative relationships with key stakeholders, including employees, clients, and functional HR Centers of Excellence.
• Uphold the highest standards of integrity, ensuring compliance with GM’s Code of Conduct, policies, and practices.
• Drive transformation initiatives—including M&A integrations, operating model shifts, and org design changes—with agility, influence, and a focus on employee experience.

Preferred Qualifications

• Tech-Savvy Business Acumen – Understands how product, engineering, and business teams operate; aligns people strategy with fast-paced tech growth and innovation.
• Influencing & Stakeholder Management – Effectively builds trust and persuades across all levels, from engineers to executives, to drive alignment and adoption of people strategies.
• Strategic Workforce Planning – Anticipates talent needs in areas like AI, software, and data science; builds flexible, future-ready org structures.
• Agile Change Leadership – Leads through rapid scaling, restructuring, M&As, or shifts in business models with resilience and clarity.
• Culture Stewardship – Shapes and scales culture intentionally across hybrid and distributed teams while fostering innovation and collaboration.
• People Analytics & Insights – Uses data to drive decisions around performance, retention, engagement, and workforce planning.
• Executive Coaching & Succession – Partners with senior leaders to develop leadership pipelines, coach technical leaders, and ensure succession continuity.
• Global HR Expertise – Navigates cross-border, culturally nuanced HR practices in a global organization.