Jobs / United States / General Motors Company
Sr. Performance Accountability Specialist
General Motors Company · 🇺🇸 4 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.
Or apply yourself on the official page →
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 The Role The Senior Performance Accountability Specialist is a senior individual contributor who leads the most complex, sensitive, and high-risk performance accountability cases for under-performing non-contract salaried employees across assigned region(s) or case types. This role serves as a subject matter expert for the Performance Accountability function, directly partnering with managers, HRBPs, Legal, and regional HR leaders to deliver consistent, compliant, and high-quality outcomes across informal and formal stages. In addition to expert case ownership, the role helps shape standards, refine tools and processes, mentor Performance Accountability Specialists, and strengthen the quality and consistency of the overall function. What You’ll Do • Own end-to-end management of the most complex and high-risk performance accountability cases, including senior-level employees, repeat PFIs, cross-border or cross-entity matters, and cases with elevated legal or reputational exposure. • Advise on formal performance accountability standards, including policy interpretation, threshold decisions, documentation requirements, and case strategy. • Partner closely with Legal and regional SMEs on country-specific requirements, including works councils, notice requirements, documentation standards, appeal processes, and exit-related considerations. • Lead complex manager consultations, helping leaders navigate difficult performance situations, formal communications, and decision points with clarity, consistency, and sound judgment. • Provide expert review and guidance on PFIs, letters, case documentation, and outcome recommendations to ensure quality and objectivity. • Strong judgment, discretion, and integrity in handling sensitive employee matters, including ability to identify and assess potential risk in sensitive employment situations. • Support sensitive employee and manager communications, including complex case messaging and exit coordination where required. • Mentor and coach Performance Accountability Specialists by providing feedback on case strategy, documentation quality, stakeholder management, and application of standards. • Identify recurring themes, risks, and opportunities across cases and recommend improvements to SOPs, templates, workflows, and operating practices. • Interpret KPI trends and case patterns to generate actionable insights for the team and inform leadership discussions on volume, quality, cycle time, and process effectiveness. • Play a key role in training and enablement for managers, HRBPs, and internal partners by contributing expertise, case-based examples, and practical guidance. • Provide frontline input into tooling, workflow, routing, and reporting enhancements to improve efficiency, user experience, and scalability. Required Qualifications • Bachelor’s degree in Human Resources, Business, Industrial/Organizational Psychology, or a related field. • 7+ years of progressive HR, Employee Relations, Performance Management, or related experience, including substantial direct experience managing formal performance cases, PFIs, or complex employee relations matters. • Deep expertise in formal performance management and accountability frameworks, including thresholds, documentation standards, case strategy, and risk assessment. • Strong experience with HRIS or case management systems, preferably Workday, including workflows, reporting, and data quality controls. • Proven ability to partner effectively with Legal on sensitive matters and translate legal or compliance guidance into practical direction for managers and HR partners. • Exceptional written and verbal communication skills, including the ability to influence senior leaders and guide high-sta