Change Management

Job Description
The Role
As a
Change Management & Process Design Lead
within the Foundations Enablement organization, you will play a critical role in shaping, optimizing, and enabling end-to-end HR processes that deliver a seamless, efficient, and employee-centered experience. This role blends deep process expertise with strong change management capabilities to ensure that redesigned processes are not only well-built, but also well-adopted across the HR ecosystem.

You will partner closely with HR leaders, Centers of Expertise (COEs), HR Technology, HR Operations, and regional/global stakeholders to translate business needs into scalable, standardized processes—and lead the change strategies required for successful implementation. The ideal candidate combines analytical rigor, strong facilitation skills, and a people-centered approach to change.

Hybrid:
for this position is required to be on site 3x/week

What you will do (responsabilities):
Process Design & Optimization

• Collaborate with HR stakeholders to understand business goals, service delivery needs, and pain points in current processes.
• Map current-state HR processes (e.g., onboarding, performance management, job changes, learning, talent acquisition) and design future-state workflows that improve consistency, scalability, and employee experience.
• Partner with Project Managers and Stakeholders to facilitate process discovery, design, and decision-making sessions across COEs, HRBPs, and regional HR Operations teams.
• Ensure HR process designs align with enterprise standards, data governance, compliance requirements, and system capabilities (e.g., Workday, ServiceNow).
• Partner with HR Technology, People Operations and Service Centers to translate process requirements into functional and technical designs.
• Document detailed process maps, RASCI matrices, business requirements, and standard operating procedures (SOPs).
• Identify opportunities to automate manual steps, eliminate redundancies, streamline handoffs, and clarify ownership within and across HR functions.
• Monitor and analyze process performance metrics, leveraging data to drive continuous improvement and simplification.
• Maintain a library of approved HR process documentation and ensure version control.

Change Management Leadership

• Develop and execute change management strategies and plans to support the rollout of new or redesigned HR processes, policies, or technologies.
• Conduct change impact assessments to identify stakeholder groups, key impacts, adoption risks, and required enablement activities.
• Create and deliver communication plans, stakeholder engagement strategies, and clear messaging to support adoption and minimize resistance.
• Develop training materials, quick reference guides, and learning content to enable smooth transitions to new processes or tools.
• Partner with COEs, HR Business Partners, and regional leaders to ensure readiness and alignment before go-live.
• Track and measure adoption, behavioral change, and stakeholder feedback, adjusting change plans as needed.
• Promote a consistent change management methodology across the Foundations Enablement portfolio.

Cross-Functional Collaboration

• Act as a liaison across COEs, HR Operations, HR Technology, and Implementation teams to ensure cohesive delivery of process and change work.
• Facilitate conversations to drive clarity, resolve process or change-related issues, and ensure alignment across global and regional partners.
• Translate complex process or change concepts into clear, digestible information for diverse audiences, including leadership.

Location:
São Caetano do Sul/SP

Your skills and abilities (required qualifications):

• Bachelor's degree in Human Resources, Business, Industrial Engineering, Organizational Development, or related field.
• 3–5 years of experience in HR process design, HR operations, business process improvement, or organizational change management.
• Strong understanding of HR service delivery models and employee lifecycle processes.
• Proficiency with process mapping, documentation, and workflow design tools.
• Demonstrated experience developing and executing change management plans.
• Excellent facilitation, communication, and stakeholder engagement skills.
• Ability to synthesize diverse inputs and design solutions that balance efficiency, compliance, and employee experience.
• Fluent in English & Portuguese
• Availability to work at São Caetano do Sul plant

What can you give a competitive edge (preferred qualifications):

• Experience with HR technology platforms such as Workday, ServiceNow, or SuccessFactors.
• Certification in change management methodology (e.g., Prosci, ACMP).
• Background in Design Thinking or human-centered design.
• Certification in Lean, Six Sigma, or Business Process Management (BPM).
• Experience working in a global, matrixed HR organization or shared services environment.
• Familiarity with automation or digital workflow tools (e.g., Power Automate, UiPath).
• Spanish language will be a plus.

Key Competencies

• Process Thinking: Applies structured methodologies to analyze, design, and optimize HR processes.
• Change Leadership: Plans and implements strategies to drive adoption and minimize disruption.
• Employee-Centered Design: Creates solutions with empathy for end users and impacted groups.
• Collaboration: Builds strong, trusted relationships across HR, technology, and business partners.
• Continuous Improvement: Identifies and acts on opportunities to simplify, standardize, and automate.
• Change Agility: Navigates shifting priorities, new technologies, and emerging business needs with resilience.

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 role is categorized as hybrid. This means the selected candidate is expected to report to a specific location at least 3 times a week {or other frequency dictated by their manager}. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

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.

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
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