Jobs / United States / General Motors Company
Employee Relations Investigator
General Motors Company · 🇺🇸 Remote - United States · Remote
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 Work Arrangement: This role is based remotely but if you live within a 50-mile radius of Austin, Mountain View, or Warren, you are expected to report to that location three times a week, at a minimum Department Overview: As a member of the Employee Relations Investigations & Policy team, you will strive to be a role model for the Company by supporting the delivery of high-performance services with high integrity. The Employee Relations Investigations & Policy teams’ objectives are to deliver timely , best-in-class services in a collaborative way while also protecting GM’s high standards of HR, legal, ethical, and financial integrity. The team plays a key role in reinforcing GM’s Speak Up culture by providing safe, fair, and consistent handling of concerns raised through internal reporting channels. Each member of this team, including Managers, are expected to adhere to these standards: • Workplace and Product Safety • Compliance & Ethics • Strategic Partnering • Responsive & Accountable • Sound Judgement & High Trust • Real-time Transparency and Communication • Superior Work Product Quality • Strong Work Ethic • Controlling Costs • Company and Industry Knowledge • Teamwork Role Overview: The Employee Relations Investigator will perform impartial, fact-based investigations of suspected misconduct and policy violations including, but not limited to, discrimination, harassment, retaliation, bullying, and violations of our Winning with Integrity policy. They will own the end-to-end investigation process, from investigation planning through closure (fact-finding, analysis, and report writing). The Investigator will work closely with HR Policy and the Compliance & Special Investigations leadership on investigative efforts, and they will partner with HR, Labor Relations, Legal, and other stakeholders to drive timely, fair, consistent, and balanced outcomes that align with GM values, policies, and applicable laws. Responsibilities: • Develop investigative plans including scope, participant lists, and timelines; execute and document work in accordance with professional standards and GM investigation protocols. • Communicate investigation results clearly and timely to all constituencies (e.g., HR, leaders, Legal, and other stakeholders). • Effectively collaborate cross-functionally with HR, Labor Relations, Legal, Audit, Security, Operations, and other constituencies. • Partner with the HR Policy team on post investigation strategies such as ensuring equity in employment actions resulting from the investigation and identifying proactive training efforts to mitigate future risk. • Draft clear, concise, high quality investigation reports that synthesize facts, policy standards, analysis, and the conclusion of the case. • Demonstrate strong case management discipline, including accurate and timely documentation, appropriate evidence handling and storage, adherence to record retention requirements, and consistent application of investigation quality standards. • Ensure confidentiality of sensitive information is maintained . Qualifications: • 5+ years of professional experience in Human Resources, or Corporate Global Investigations, Labor Relations, Legal, or Compliance, including a minimum of 3+ years conducting workplace investigations into discrimination, harassment, retaliation, and other policy violations. • Bachelor’s degree in Human Resources , Business, Industrial/Organizational Psychology, Criminal Justice, or a related field preferred, or equivalent experience. • Advanced degree or professional certification (e.g., PHR, SPHR, AWI) is a plus. • Experience performing investigations of alleged misconduct at the di