Sr. Performance Accountability Specialist

General Motors Company; United States; Remote; USD 108,000 - 157,000; Full time

Job summary

General Motors Company is seeking a Senior Performance Accountability Specialist to lead the most complex, high-risk performance cases for under-performing salaried employees across regions. You will partner with Legal, HRBPs, and regional HR leaders to ensure compliant outcomes and drive standards and tooling improvements.

You’ll mentor specialists, shape processes, and provide data-driven insights to leadership while handling sensitive personnel matters with discretion and integrity.

Qualifications

• Bachelor’s degree in HR, Business, Industrial/Organizational Psychology, or a related field.
• 7+ years of progressive HR, Employee Relations, Performance Management, or related experience with formal performance cases.
• Deep expertise in formal performance management and accountability frameworks.
• Strong experience with HRIS or case management systems, preferably Workday.
• Proven ability to partner with Legal on sensitive matters and translate guidance for managers.
• Exceptional written and verbal communication, with senior-leader influence.
• Experience mentoring other HR professionals or COE team members.
• Strong analytical and problem-solving skills, with data-driven insights.

Responsibilities

• Own end-to-end management of complex, high-risk performance accountability cases including senior-level employees and cross-border matters.
• Advise on performance standards, policy interpretation, thresholds, documentation, and case strategy.
• Collaborate with Legal and regional experts on country-specific requirements and processes.
• Lead complex manager consultations and guide communications and decision points with clarity.
• Provide expert review of PFIs, letters, and case documentation to ensure quality and objectivity.
• Mentor Performance Accountability Specialists on strategy, documentation, stakeholder management, and standards.
• Identify recurring themes and suggest SOP/template/workflow improvements.
• Interpret KPI trends to generate actionable insights for leadership discussions.

Skills

Policy interpretation

Stakeholder management

Analytical thinking

Mentoring

Legal collaboration

Communication skills

Risk assessment

Change management

Education

Bachelor’s degree in HR/Business

Tools

Workday

Job description

The Role

The Senior Performance Accountability Specialist is a senior individual contributor who leads the most complex, sensitive, and high-risk performance accountability cases forunder-performing non-contract salaried employees across assigned region(s) or case types. This role serves as a subject matter expert for the Performance Accountability function,directlypartnering with managers, HRBPs, Legal, and regional HR leaders to deliver consistent, compliant, and high-quality outcomes across informal and formal stages. In addition to expert case ownership, the role helps shape standards, refine tools and processes, mentor Performance Accountability Specialists, and strengthen the quality and consistency of the overall function.

WhatYou’llDo

• Own end-to-end management of the most complex and high-risk performance accountability cases, including senior-level employees, repeat PFIs, cross-border or cross-entity matters, and cases with elevated legal or reputational exposure.
• Advise onformal performance accountability standards, including policy interpretation, threshold decisions, documentation requirements, and case strategy.
• Partner closely with Legal and regional SMEs on country-specific requirements, includingworkscouncils, notice requirements, documentation standards, appeal processes, and exit-related considerations.
• Lead complex manager consultations, helping leaders navigate difficult performance situations, formal communications, and decision points with clarity, consistency, and sound judgment.
• Provide expert review and guidance on PFIs, letters, case documentation, and outcome recommendations to ensure qualityandobjectivity.
• Strong judgment, discretion, and integrity in handling sensitive employee matters, including ability toidentifyand assess potential risk in sensitive employment situations.
• Support sensitive employee and manager communications, including complex case messaging and exit coordination whererequired.
• Mentor and coach Performance Accountability Specialists by providing feedback on case strategy, documentation quality, stakeholder management, and application of standards.
• Identifyrecurring themes, risks, and opportunities across cases and recommend improvements to SOPs, templates, workflows, and operating practices.
• Interpret KPI trends and case patterns to generate actionable insights for the team and inform leadership discussions on volume, quality, cycle time, and process effectiveness.
• Play a key role in training and enablement for managers, HRBPs, and internal partners by contributingexpertise, case-based examples, and practical guidance.
• Provide frontline input into tooling, workflow, routing, and reporting enhancements to improve efficiency, user experience, and scalability.

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Industrial/Organizational Psychology, ora relatedfield.
• 7+ years of progressive HR, Employee Relations, Performance Management, or related experience, including substantial direct experience managing formal performance cases, PFIs, or complex employee relations matters.
• Deepexpertisein formal performance management and accountability frameworks, including thresholds, documentation standards, case strategy, and risk assessment.
• Strong experience with HRIS or case management systems, preferably Workday, including workflows, reporting, and data quality controls.
• Proven ability to partner effectively with Legal on sensitive matters and translate legal or compliance guidance into practical direction for managers and HR partners.
• Exceptional written and verbal communication skills, including the ability to influence senior leaders and guide high‑stakes conversations.
• Demonstrated capability to mentor or coach other HR professionals or COE team members.
• Strong analytical and problem-solving skills, includinguseof data toidentifytrends, generate insights, and improve outcomes.
• High judgment, discretion, resilience, and credibility in managing confidential, sensitive, and occasionally contentious matters.

Preferred Qualifications

• Experience in a global HR or Employee Relations role supporting multiple regions or markets with varied legal frameworks and cultural expectations.
• Experience building or scaling a centralized HR or COE function, including process design, role clarity, handoffs, or rollout planning.
• Experience contributing to training design, change management, or communications for HR and manager audiences.
• Demonstrated ability to navigate ambiguity, build structure, and influence stakeholders in new or evolving processes.
• Familiarity with GM performance calibration, DNM processes, and related policy or scorecard data as they connect to formal performance actions.

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 $107,600 - $156,700.