Jobs / United States / General Motors Company
People Analytics Enablement Leader
General Motors Company · 🇺🇸 2 Locations
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 About the Role We are seeking a Leader of People Analytics (PA) Enablement to lead the team responsible for the semantic, governance, data, and adoption foundations that make workforce insights trusted, scalable, and decision-ready across the enterprise. Reporting to the People Analytics Leader, this role carries high accountability for co-architecting and executing the People Analytics Enablement and BI Strategy in partnership with PA leadership, Strategy & Enablement peers, and IT. People Analytics and IT are co-accountable for BI Strategy & Enablement; this role turns that direction into scalable semantic models, metric definitions, certified data products, advanced analytics enablement, and insight delivery that are pivotal to the broader HR Strategy & Enablement organization’s success. What You’ll Do Lead Strategy Execution and Prioritization • Co-architect and execute the People Analytics Enablement and BI Strategy with the PA Leadership Team and IT under PA/IT co-accountability, aligning to business priorities, HR transformation, the PA-IT operating model, and the broader HR Strategy & Enablement agenda • Translate strategy into priorities, business requirements, governed products, semantic foundations, adoption practices, standards, reusable assets, and measurable outcomes • Enable People Analytics as a core tenet of HR Strategy & Enablement by ensuring data, insights, semantic foundations, and analytics enablement are embedded into how HR strategies are designed, prioritized, deployed, and measured Enable Data, Semantic, and Analytics Foundations • Lead the PA BI team accountable for trusted workforce meaning, semantic models, certified data products, BI assets, and advanced analytics capabilities • Translate workforce data into PA-ready logic, joins, point-in-time logic, derived attributes, analytical features, and domain validation • Enable consultants, analysts, and advanced analytics teams with analysis-ready data models, certified datasets, semantic definitions, and analytical features • Govern common business vocabulary, KPIs, dimensions, hierarchies, ontology, certification, and versioning to create a trusted source of truth Manage Demand, Governance, Adoption, and Semantic Enablement • Adopt and improve the People Analytics operating model for intake, prioritization, portfolio and capacity management, governance, decision rights, and success measures • Move approved PA demand through a disciplined backlog and governance process that balances sponsorship, capacity, decision rights, standards, and readiness • Drive adoption so analytics moves from available to used in decisions, supported by clear narratives, embedded guidance, and practical data literacy • Enable the semantic layer so agents, workflows, BI tools, and decision processes can leverage common language, trusted workforce data, and consistent metric definitions curated by this team • Translate business definitions, journey context, and moments that matter into reusable semantic assets and patterns that scale across BI tools, AI-enabled workflows, and embedded decision processes Strengthen Data Foundations and Partnership • Partner with IT, PA, and Strategy & Enablement to strengthen governance, quality, definitions, handoffs, and operating routines across the data pipeline • Represent PA ownership for PA Silver prototyping, semantic governance, Gold products, BI model enablement, AI/agent access, ML features, APIs, self-service data foundations, and advanced analytics data model enablement • Connect workforce, experience, operational, journey, and organizational data to support lifecycle, journey-level, and enterprise decision-making What We’re Looking For Experience • 12+ years in People Analytics, HR analytics enabl