People Analytics Leader, Journeys and COE Consulting

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 GMs HR Centers of Excellence and priority employee journeys. This leader will shape how people analytics consulting and journeybased insights inform talent strategies program design and decisionmaking 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 transformationand 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 GMs HR COEs and key journeys access and apply people insights. By leading the Journeys & COE Consulting team you will move analytics from oneoff requests to integrated journeycentric consulting that guides how we hire develop move reward and support our peopleultimately strengthening both employee experience and business outcomes.

What Youll 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 highestvalue talent organizational health and transformation questions.
• Deliver Strategic Consulting & Insights
  Oversee highimpact consulting engagements that apply people data to topics such as hiring internal mobility retention capability building and workforce healthtranslating analytics into clear recommendations for senior HR and business leaders.
• Enable COEs in the Shift to JourneyCentric Insights
  Partner with COE leaders to support and enable their shift toward endtoend journeys and moments that matter codefining 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 Were Looking For:

Experience

• 12 years in People Analytics HR analytics workforce planning or related consulting/strategy roles with significant experience in clientfacing analytics consulting.
• 5 years leading teams or crossfunctional initiatives in analytics consulting or HR strategy ideally in complex global environments.
• Proven track record leading highimpact consulting engagements that influenced talent strategy organizational effectiveness or largescale 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; handson tools expertise is a plus but not required.

Skills

• Exceptional consulting problemsolving and storytelling skillsable to turn ambiguous questions into structured approaches and decisionready narratives.
• Comfort working with senior and executive stakeholders balancing strategic thinking with pragmatic recommendations and clear tradeoffs.
• 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 continuousimprovement 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 $192700 $294600. 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 were looking out for your well-beingat work and at homeso 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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