Job Description

Hybrid: This position requires to work 3 days on site 2 days at home remote on a full-time basis

The Labor Relations Director is responsible for overseeing and managing GMM organization's labor relations strategies, policies, and procedures. This role ensures effective labor-management relations, compliance with labor laws, and alignment with organizational goals.

Lead all personnel activities to support the fulfillment of Company's Business Plan.

Provide and maintain a work environment that allows the continuity of operations; generate and maintain employees' satisfaction through an appropriate administration and maintaining a tight communication with union representatives.

Maintain favorable union-management relationship in areas of responsibility. Work performed involves a great deal of creativ­ity and initiative in dealing with complex human and technical problems. Under

general direction, exercise a high level of independent judgment.

Key Responsibilities:
• Labor Strategy & Policy Development:
• Design and implement labor relations strategies that support business objectives.
• Develop and maintain labor policies and procedures.

• Union Relations:
• Serve as the primary liaison between the organization and labor unions.
• Interpret and administer collective bargaining agreements.
• Lead contract negotiations and resolve disputes.

• Compliance & Risk Management:
• Ensure compliance with labor laws and regulations.
• Monitor changes in labor legislation and assess impact on the organization.

• Leadership & Collaboration:
• Provide guidance to HR and operational leaders on labor matters.
• Collaborate with legal, compliance, and executive teams.

• Workforce Planning & Change Management:• Support workforce restructuring, shift changes, and plant expansions or closures.
• Manage labor-related risks during operational changes or crises (e.g., strikes, layoffs).

• Data Analysis & Reporting:
• Analyze labor trends, absenteeism, grievances, and arbitration outcomes.
• Provide regular reports to senior leadership on labor relations metrics and risks.

Additional Job Description

Skills:
1. Labor Law Expertise
• Deep understanding of local, national, and international labor laws and regulations.
• Ability to interpret and apply legal frameworks to workplace scenarios.

2. Negotiation & Mediation
• Skilled in collective bargaining and contract negotiations.
• Strong conflict resolution and mediation abilities.

3. Strategic Thinking
• Ability to align labor relations strategies with organizational goals.
• Proactive in identifying labor risks and opportunities.

4. Communication Skills
• Clear and persuasive communicator with all levels of the organization.
• Capable of drafting policies, reports, and legal documents.

5. Analytical & Problem-Solving
• Strong analytical skills to assess labor trends, grievances, and arbitration outcomes.
• Ability to make data-driven decisions.

6. Leadership & Influence
• Experience leading teams and influencing senior stakeholders.
• Ability to foster collaboration between HR, legal, and operations.

7. Union Relations Management
• Experience working with unions and managing unionized environments.
• Skilled in maintaining positive labor-management relationships.

8. Ethical Judgment & Integrity
• High ethical standards and discretion in handling sensitive labor issues.

Experience/Education:          

Bachelor’s degree in human resources, Labor Relations, Law, Business Administration, or related field. Master’s degree desirable in Human Resources Management or Labor Relations.English prociency required 5 - 10 years’ experience in Human Resources Department.Strong knowledge of labor laws, collective bargaining, and dispute resolution.

Travel recurrence: availability to travel frequently to plant locations

-This position requires the ability to legally operate motor vehicle on a regular basis

Remember to attach your CV when applying to this vacancy.

SPONSORSHIP NOT SUPPORTED: “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”

Reasonable adjustment: In case you need any reasonable adjustment to continue with your process, let your recruiter know.

Non-Discrimination and Equal Employment Opportunities:

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 respect and value what each individual contribution to our team, including their origin, education, sex, race, ethnic group, sexual orientation, gender expression and / or identity, religious context, age, generation, and disability. We believe that our ability to meet the needs and expectations of an increasingly diverse and global customer base is closely linked to the diversity and inclusion that we experience within General Motors.



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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.



Non-Discrimination and Equal Employment Opportunities

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.

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.



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