Jobs / United States / General Motors Company
HRLR Partner - Lansing Region
General Motors Company · 🇺🇸 Lansing, Michigan, United States of America
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 606 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 267 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — General Motors Company
The US Department of Labor certified 606 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 267 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for General Motors Company →
About the role
Job Description Responsible for onsite HR/LR generalist services, to include Labor Relations, Hourly Employment, and Salaried HR administration. As a member of GM's Human Resources Group, you will lead assigned business functions in day-to-day HR activities and provide direction and leadership that aligns and supports our objectives, mission, and culture. You will work strategically with assigned functional business leaders to improve working relationships, build engagement, increase output, attract, and retain talent, including collaborating with COEs relative to strategic workforce planning. You will partner with your director team, executives, and business leaders to define a talent identification and management strategy and approach for the assigned business function. Understand legal requirements at execution level related to management of employees, reducing legal risks, and ensuring regulatory compliance. You will strategically work with assigned function's executive management and HR leadership team, to improve working relationships, build engagement, increase output, attract, and retain talent. Collaborate with senior leaders, provide direction on business function's restructures, specific transformation efforts, job design and workforce/organizational planning. Hold a strong financial and forecasting acumen. Possess a deep understanding of our brands, company, function, and products. You will maintain a strong culture and work climate that attracts and motivates staff while driving the HR function's mission. Labor Relations: • Provide management representation in administering the provisions of agreements between union and management • Counsel management in the interpretation of agreements and act as management representative in dealing with the union • Work is often dealing with complex issues • Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor • Advise management and other plant personnel on matters related to Union-Management relationships • Administer contractual provisions in area of responsibility • Maintain records pertinent to Labor Relations and Hourly Personnel • Play a principal role in local negotiations • Share regular Labor Relations updates – Policy and grievance resolution meeting • Coordinate the activities of various departments involved in resolving employee grievances • Conduct special investigations as needed • Coordinate with plant and unit management on matters concerning hourly personnel • Provide guidance and resolution to conflicts • Administer shop rules when appropriate Hourly Employment: • Responsible for ensuring the proper manpower for the plant is maintained and assigned • Administer hourly hiring, transfers, and separations for permanent, temporary, and flex employment • Manage temporary employee hiring pool for the plant • Advise Management, Union, and hourly employees on seniority issues • Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor • Frequent involvement with other work groups (i.e. Benefits, Payroll, IT, NEPC, Sedgwick, etc.) regarding employee issues, downstream data problems, or other pertinent matters) Salaried Human Resources: • Influence the strategic agenda of the organization by building relationships at all levels to gain their commitment and belief that HR can contribute to business results, ensure HR strategy is cascaded and integrated into business strategy • Work with sector HRBP to ensure successful completion of sector initiatives • Support Talent Management Process – collaborate with leaders to facilitate talent identification and leadership develop