Talent Planning Lead

Description
The Role:
The Talent Planning Lead is a high-impact, enterprise-facing role within the Global Talent Management Center of Excellence, responsible for owning, executing, maintaining, and continuously improving enterprise talent review and succession planning strategies.
This role serves as a key subject matter expert for talent planning practices and processes, applying independent judgment to significant matters and driving scalable solutions that strengthen talent visibility, succession health, and leadership decision-making across the enterprise.
The role partners across HR, COEs, HRBPs, and business stakeholders to translate talent strategy into clear processes, governance, insights, and actions. The individual in this role navigates complex and non-standard challenges, and uses data, analysis, and professional judgment to influence decisions and improve enterprise talent planning outcomes.
Key Responsibilities:
Talent Review and Succession Planning

• Own, innovate, and continuously improve the global talent review and succession planning cycle for the enterprise, ensuring alignment to business rhythms, enterprise priorities, and governance requirements.

• Lead end-to-end program and system design for talent review, succession planning, and high-potential identification processes, including frameworks, nomination criteria, development planning, governance, and program evaluation.

• Build and manage enterprise review and planning cycles, balancing standardization with flexibility to address specialized business needs and emerging talent priorities.

• Develop and maintain process documentation, workflows, and operating protocols that improve efficiency, consistency, and quality across planning cycles.

• Identify process gaps, root causes, and opportunities to improve internal structures, services, and talent planning practices that support broader functional strategy.

Talent Analytics, Insights, and Strategic Partnership

• Own reporting and analysis related to succession health, high-potential identification, and other key talent planning metrics, translating data into actionable insights, risks, and recommendations for HR and business leaders.

• Use advanced analytical and problem-solving techniques to address non-standard talent planning issues, especially where precedent is limited or stakeholder perspectives differ.

• Partner with HR leaders, HRBPs, and cross-functional stakeholders to influence talent decisions, drive alignment, and strengthen talent planning capability across the global HR community.

• Research external talent planning best practices, benchmark emerging approaches, and translate those insights into practical recommendations that improve GM's enterprise talent processes and strategy.

• Serve as a trusted thought partner and subject matter expert on talent planning, succession planning, and related governance decisions, using data and judgment to anticipate concerns and address objections.

Program Management

• Drive multiple concurrent workstreams across geographies with a high degree of autonomy, ensuring strong execution, stakeholder alignment, and timely delivery.

• Support change adoption by communicating clearly, guiding stakeholders through new processes, and continuously improving the talent planning experience for leaders, HR, and employees.

Required Qualifications:

• Bachelor's degree in Human Resources, Organizational Development, Business, or a related discipline.

• Minimum of 7 years of experience in HR, talent management, performance management, organizational effectiveness, succession planning, or a related field, including experience owning or leading large-scale talent review or succession planning processes.

• Proven experience designing, facilitating, and improving talent review processes in complex, multi-site, matrixed, or global organizations.

• Strong analytical capability and proficiency with workforce analytics and HRIS platforms, with Workday experience preferred.

• Demonstrated ability to engage and influence senior leaders through data, insight, and professional judgment.

• Strong project and program management skills, including the ability to lead multiple simultaneous workstreams independently and navigate ambiguity with minimal guidance.

• Demonstrated ability to solve complex, non-standard problems, develop practical solutions, and improve processes, services, or structures that support functional strategy.

Preferred Qualifications:

• Master's degree in Industrial-Organizational Psychology, Human Resources, Organizational Development, or a related field.

• SHRM-SCP, SPHR, or equivalent HR certification; additional credentials in talent assessment methodologies such as Hogan, Korn Ferry Leadership Architect, or DDI.

• Experience with people analytics tools such as Visier or equivalent platforms.

• Experience in the automotive sector and familiarity with technical and engineering talent landscapes.

• Experience with the design, configuration, testing, implementation, or optimization of talent planning and succession modules in Workday.

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 $88,100 - $140,700.

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}.
This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.
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