Table of Contents
Description
This role is categorized as hybrid. This means the successful candidate is expected to report to Mountain View (CA) or Warren (MI) office three times per week, at minimum.
As part of GM’s Human Resources Group, this Compensation Consultant will be responsible for the implementation and communication for our Software & Services compensation programs. You will be a business liaison to our HR business partners, and be responsible for developing offers for external candidates in our Software & Services function. You are providing ongoing evaluation of our programs to identify areas of improvement and implement solutions to create efficiency.
- You will partner with field HR, Talent Acquisition, and other Compensation design and programs teams on a variety of compensation-related projects.
- You will identify relevant information from current processes, analyze trends and prepare data for actionable review.
- Develop external candidate rewards offers following GM’s process.
- Partnering effectively with Talent Acquisition, field HR and business leadership to attract the appropriate talent for GM’s Software & Services group.
- You will educate field HR on compensation philosophy, data and GM practices.
- You will partner with global compensation operations to ensure seamless end to end compensation solutions. You will support the annual compensation process – from education to design, to problem-solving, communication and implementation.
- Refine and optimize our compensation processes from hiring to business partnering, optimizing for efficient allocation of GM resources to support business needs in a rapidly changing talent ecosystem.
- You will develop support and tools to make the most impact, e.g., on-demand education materials, templates for ad hoc compensation decisions, dialogue support for crucial compensation decisions.
- You will develop, update and deliver standard compensation training for people leaders, new hires and other groups as needed.
- You will work on complex issues and assignments that require conceptual thinking, originality and ingenuity of approaches, and a wide application of principles, theories, and concepts to achieve desired results.
- You understand the interrelationships of different aspects and implications of design implementations.
- You will assist in the benchmarking of salary, cash, and pay ranges for GM’s global workforce, ensuring competitiveness in the various operating markets.
- You will consult on the design of pay practices to ensure General Motors is attracting and retaining the right talent to achieve company objectives.
- You will run multiple projects concurrently.
- Ability to use data to develop conclusions and recommendations to support compensation issues.
- Partner and advise members of global Rewards team to provide guidance on compensation analysis and results in support of business strategy and objectives.
[Additional Description]
Qualifications:
- Bachelor’s degree in HR, mathematics or related degree
- 4-6+ years of compensation or related experience
- Familiar with compensation surveys
- Experience working with compensation packages including long-term incentive plans
- Must be comfortable with data and able to analyze, interpret, and draw conclusions and develop recommendations from the data
- Proven ability to work independently and within a team, take initiative, and work to plan
- Intermediate to advanced skills in Microsoft Excel
Preferred:
- Experience with Workday, Experience with Workday Advanced Compensation modules a plus
- Experience with PayScale or PayFactors
- Work experience with large multinationals, start-ups, and/or tech companies a plus
Compensation:
- The expected base compensation for this role is $98,000 – $158,000 USD Annually.
- Actual base compensation within the identified range will vary based on factors relevant to the position.
- Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.
GM DOES NOT PROVIDE IMMIGRATION-RELATED SPONSORSHIP FOR THIS ROLE. DO NOT APPLY FOR THIS ROLE IF YOU WILL NEED GM IMMIGRATION SPONSORSHIP (e.g., H-1B, TN, STEM OPT, etc.) NOW OR IN THE FUTURE.
Diversity Information
General Motors is committed to being a workplace that is not only free from unlawful discrimination, but also a place that truly promotes inclusion and belonging. We believe that workforce diversity helps create an environment in which our employees can thrive and develop better products for our customers. We encourage interested candidates to review the key responsibilities and skills required for each role and apply for any position that fits them. As part of the recruitment process, candidates may be required, where applicable, to successfully complete a job-related assessment or job screening before being hired. To find out more, view our recruitment process.
Equal Employment Opportunity Statement (US)
General Motors is proud to be an equal opportunity employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, ethnicity, disability or disability status. protected veteran status.
Facilities (US and Canada)
General Motors offers opportunities to all job seekers, including people with disabilities. If you need a reasonable accommodation to assist with your job search or application submission, email us at [email protected] or call us at 800 865-7580 . Please include in your email a specific description of the type of accommodation requested, as well as the job title and requisition number of the position you are applying for.
## General Motors Compensation Consultant Role: An Expert Interview
**Introduction:**
Welcome to World Today News, where we delve deeper into trending topics and career opportunities. Today, we’re exploring the Compensation Consultant role advertised by General Motors, a crucial position in shaping the company’s talent acquisition and retention strategy.
Joining us are two distinguished guests:
* **Dr. Emily Carter**: A renowned expert in compensation and benefits, specializing in the automotive industry.
* **John Smith**: A seasoned HR professional with extensive experience in talent acquisition and employee engagement.
**Section 1: The Role and its Significance**
* **Dr. Carter**, could you break down the core responsibilities of this Compensation Consultant role at GM? What makes it unique compared to similar roles in other industries?
* **John**, from a talent acquisition perspective, how crucial is this role in attracting and retaining top talent in the fiercely competitive software and services sector?
* **Dr. Carter**, how does this role contribute to GM’s overall business strategy, particularly in light of the company’s focus on innovation and technological advancement?
**Section 2: Compensation Trends and Challenges**
* **John**, how do you see the current economic climate and industry trends impacting the compensation landscape for this type of role?
* **Dr. Carter,** what are some of the biggest challenges faced by Compensation Consultants in today’s market, particularly when it comes to attracting and retaining skilled professionals in high-demand fields like software and services?
* **John**, how might the hybrid work model, as mentioned in the job description, influence the compensation strategy for this role?
**Section 3: Skills and Qualifications**
* **Dr. Carter**, based on your expertise, what are the essential skills and qualifications that candidates should possess to excel in this role?
* **John**, having reviewed the listed requirements, what specific experiences or backgrounds would make a candidate stand out in the application process?
* **Dr. Carter**, the job posting mentions experience with Workday and PayScale. How important are these specific tools and platforms in this role?
**Section 4:
Leadership and Innovation
* **John**, how does this role interact with other departments within GM, such as HR business partners and talent acquisition? What are the opportunities for cross-functional collaboration?
* **Dr. Carter**, the description emphasizes the importance of “innovation” and “refining processes.” How can a Compensation Consultant contribute to driving positive change and efficiency within the organization?
* **John**, what are some examples of innovative compensation programs or strategies that you believe could be particularly effective in attracting and retaining top talent in the software and services field?
**
Conclusion:**
* **Dr. Carter and John,** thank you both for sharing your insights on this crucial role at General Motors. Any final thoughts or advice for someone considering applying for this position?
This interview structure aims to explore the Compensation Consultant role in depth, drawing upon the expertise of both guest speakers to provide a comprehensive and engaging discussion.
