Jobs / United States / General Motors Company
Senior HR/LR Partner
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 Us DMAX Ltd. is a wholly owned subsidiary of General Motors that produces the Duramax 6.6L V-8 turbo-diesel engine for Chevrolet Silverado HD and GMC Sierra HD pickup trucks. DMAX combines deep diesel expertise with advanced manufacturing capabilities to meet the demands of our heavy-duty truck customers. This role will be onsite supporting our facilities in Moraine, OH and/or Brookville, OH. What You'll Do As a member of DMAX’s Human Resources Group, you will lead assigned business functions in day-to-day HR and LR 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. This role provides dual employment support between GM & DMAX, including two distinct employee handbooks / policy manuals with unique processes to support the operating model. Labor Relations: • Encouraging an effective, inclusive work environment / culture and relationships • Builds and maintains strong working relationships with operations partners, Union representatives, HR colleagues, and other business partners to jointly deliver strategic objectives and resolve issues • Coordinating and assisting in IUE-CWA contract negotiations, implementation and ongoing administration of all Collective Bargaining Agreements • Investigating and preparing responses to grievances • Administer hourly and other represented compensation consistent with union and collective agreements supporting skilled, other than skilled and temporary recruiting and hiring • Leading HR efforts related to investigations, governmental inquiries / charges, grievance resolution, performance and absence management, and disciplinary action • Coaching, counseling, and educating salaried operations partners on HR policies, processes, and programs • Interpreting data and use technology to proactively identify and diagnose business needs / opportunities and develop solutions to meet those needs • Tracking and reporting on labor planning data and strategies • Support, as consultant, programs that contribute to the work environment and or development, such as Workplace of Choice (WoC), talent development programs, MFG University, recognition, etc. Core HR: • Create a high touch/personal HR experience by supporting employees with questions, concerns, and general engagement. • Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations and provides guidance when appropriate. • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the HR Policy consultant and legal department as needed/required. • Works closely with employees, Business HR, and managers to improve work relationships, build morale, and increase productivity and retention. • Partner with BHR related to Talent Management and Development matters providing data and support on implementation of actions • Provide talent and performance management guidance to leaders (i.e. coaching, consulting, corrective actions, and crisis relations) • Partner with Policy & Investigation COE to support complex employee relations issues and investigations. • Supports onboarding in conjunction with People Leaders and Onboarding Buddies • Conducts exit interviews, analyzes attrition data and partners with Business HR to develop recommendations for corrective action and continuous improvement. • Identifies individual leadership coaching needs and performs necessary coaching to employees. • Collaborate with