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Remote, Oregon, United States
Remote only
Not Available
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 for under-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, directly partnering 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.
What You’ll Do
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 on formal performance accountability standards, including policy interpretation, threshold decisions, documentation requirements, and case strategy.
Partner closely with Legal and regional SMEs on country-specific requirements, including works councils, 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 quality and objectivity.
Strong judgment, discretion, and integrity in handling sensitive employee matters, including ability to identify and assess potential risk in sensitive employment situations.
Support sensitive employee and manager communications, including complex case messaging and exit coordination where required.
Mentor and coach Performance Accountability Specialists by providing feedback on case strategy, documentation quality, stakeholder management, and application of standards.
Identify recurring 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 contributing expertise, 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, or a related field.
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.
Deep expertise in 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, including use of data to identify trends, 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.
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, we're looking out for your well-being–at work and at home–so 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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