Jobs / United States / General Motors Company
Senior HR Technology Analyst - Hourly Compensation
General Motors Company · 🇺🇸 5 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.
- What General Motors Company paid sponsored hires in similar roles5 certified filings for “Senior Product Manager” (Information Technology Project Managers) in MI: $147k–$161k, median $155k. Most were filed at wage level IV (80%) — 4 lottery entries, ≈61% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- 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 HR Solutions Enablement team builds effective, scalable, and cohesive HR solutions that minimize redundancy and deliver seamless data and insights for a better end-user experience. You’ll join a team that implements Workday and integrated third-party HR technology solutions to streamline operations and reduce friction. The team also provides Tier 2 support to business users. As the Sr. HR Technology Analyst for Hourly Compensation, you’ll design, configure, and maintain complex compensation processes across multiple countries and facilities, each with distinct requirements. This role combines consultative problem-solving, end-to-end execution, and the ability to influence without formal authority to deliver high-impact HR solutions. Success in this role requires strong collaboration, consultation, and influence skills. You’ll partner with teams across the business to understand their challenges and implement optimal technology solutions—for example, translating hourly wage structures, step-progression rules, premiums, and allowances into robust, scalable Workday solutions that are accurate, compliant, and auditable. The ideal candidate brings extensive hands-on experience with Workday Compensation configuration, working knowledge of adjacent Workday modules, and a passion for continuous improvement and solution design. You’ll serve as a Workday subject-matter expert and solution designer who improves system effectiveness, user experience, and operational scalability. Familiarity with emerging AI-powered tools and agents is valued, particularly where they can improve the end-user experience, Workday configurations and business processes. Flexibility is important, as this role may occasionally require work outside standard hours to support global stakeholders and critical projects. Key Responsibilities • Design and configure end-to-end Workday solutions for global hourly compensation , including compensation packages, grades, grade profiles, steps, eligibility rules, and plan assignments. • Configure and maintain complex hourly compensation components , including: • Base wage structures and wage scales • Premium pay structures and differential rules • Automatic step-progression schedules based on anniversaries, hours worked, or other business rules • Local allowances such as COLA, hazard, seniority, tool, transportation, and housing allowances • 13th- and 14th-month pay or similar country-specific components, where applicable • Translate requirements from local collective bargaining agreements (CBAs), country legislation, and compensation policies into clear, sustainable, and testable Workday solutions . • Design and maintain compensation eligibility rules using job profile, location, union or collective agreement, employee type, and other relevant attributes. • Lead or support projects to standardize and expand hourly compensation configuration , including discovery, design workshops, configuration, testing, deployment, and hypercare. • Partner with Payroll and Integration teams to ensure Workday compensation configurations support accurate downstream pay calculations and payroll processing . • Collaborate with Reporting and Analytics teams to ensure hourly compensation data supports downstream reporting, compliance, benchmarking, and decision-making . • Troubleshoot and resolve production issues related to hourly compensation, including eligibility errors, incorrect rates, step-progression defects, and missing allowances. • Execute and coordinate unit, integration, regression, and end-user testing ; develop thorough test scenarios and maintain documentation describing solution configuration and expected outcomes . • Evaluate Workday releases and assess impacts to Compensation configu