**LEVEL EXPECTATIONS**:
Intermediate level professional, requiring independent judgment and decision-making on significant matters as well as experience and or specialized training typically obtained through a specialized course of academic instruction.
**EXPERTISE**:
- Demonstrates very good understanding of the processes and procedures relevant to own work area with the ability to exercise decision-making skills sufficient to identify and propose solutions to leadership. Understands different areas of their function and how the operations of their area relate to others.
- Identifies and corrects non-routine problems in existing systems and processes through independent judgment. Independently identifies and applies appropriate company policies and procedures to resolve a variety of issues.
- Works under general supervision with limited guidance and direction. Determines an appropriate course of action within broad guidelines and can handle nearly every standard or typical request independently.
**COMPLEXITY**:
- Exercises judgement within defined procedures and practices to determine appropriate action.
- Applies learned techniques to drive the solution to a problem, which typically will involve coordinating and integrating efforts of a diverse team of colleagues. - Engages in daily interactions with subordinates and/or peers from other functional groups. These interactions typically involve the exchange or presentation of information. Required to collaborate with team members 1-2 levels above.
- Adapts communication style to reach agreement in own area in situations of moderate complexity, demonstrates flexibility and ability to compromise.
**SCOPE AND IMPACT**:
- Handles a range of moderate scope problems that are frequently routine but may vary, requiring analysis of various factors.



Follows through on difficult situations and is expected to see through resolution.
- Proposes new initiatives and delivers solutions, driving cross team efforts. Recommends opportunities for process improvement to leadership & proactively anticipates needs within own area.
- Employee’s impact is typically within their immediate work area and occasionally across their function.
**Employee experience**:
Guide employees & leaders thru WD in different process such as: career path, compensation, documents, talent cards, etc.
Supports international employees with expatriate assignments and related HR matters.
Partners with employees to conduct Career Development discussions.
Bring support and guidance to the employee during renewal HR process.
Partner with employees to conduct Career Development discussions
**Performance management**
Partners with management to conduct Performance Improvement discussions: including coaching, consulting, corrective actions, and crisis relations.
Partners with employees to help improve on performance concerns: including coaching, consulting, corrective actions, and crisis relations
Guide and communicate to leaders when a disciplinary action is needed
**Onbording**
Workday system follow up - assure onboarding into the system
Salary proposal review
Support leaders/employees to request equipment (laptop, cellphone, vehicle, etc)
1st day introduction/onboarding coordination




Stay interview - 30 days after hire & actions in case of needed"
**Offboarding**
Update voluntary termination request into Workday (voluntary termination letter)
Follow up voluntary termination process: checklist, agreement on the termination date, equipment deliver
Work closely with leader and Talent Services to assure termination process: CVO, EEVP, Equipment, payment.
Update involuntary termination movement into Workday
Conducts exit interviews, analyzes data and makes recommendations to HR Manager for corrective action and continuous improvement.
Evaluate pension plan cases for business function plan if needed
Support employee who requests pension plan
Explain details of pension plan, explain payment
Update pension plan movement into WD + pension plan letter
**Training and development**
Facilitates or provides training (including orientation, Demystify HRM, Conducting Career Development discussions etc.) to the workforce - coffee talks
**HR Policies**
Communicate/educate business leaders on significant, relevant changes in HR policies and programs
**Additional Job Description**:
**Knowledge**:
Bachelor's degree in Human Resources, Business Administration, Industrial Engineering or related field
Experience in human resources (4+ yrs)
Excel, PBI and data analysis tools
**Competencies Required**:
- Stakeholder Experience Orientation
- Negotiation
- Persuasive Communication
- Timely Problem Solving
- Managing Performance
- Ability to work independently and as part of a team
- Coaching
Diversity and inclusion are our strengths. We respect and value what each individual contribution to our team, including their origin, education, sex, race, ethnic group, sexual orientation, gender expression a

📌 Human Resources Business Partner - HRbp (Silao)
🏢 General Motors
📍 Silao