Career Development and Mobility Lead

About this role

Job Description

The   Career   Development and   Mobility   Lead   will lead   the creation and implementation of   GM’s   career development and   mobility   strategy , providing   mobility   opportunities   for   the   employee base, including   redeploying   those   whose work is changing due to business transformation, evolving   operating model and   capability needs, and technology adoption, with a particular emphasis on skilled trades and adjacent manufacturing populations.

This leader will shape strategy, build operating plans, and lead a small team responsible for connecting   career development and navigation,   skills insights, internal mobility, learning pathways, tuition assistance, and external nonprofit partnerships into a practical   career navigation and   redeployment model that helps employees move into viable future roles.

This role serves as a senior people leader and strategic partner   to   HR, Global Learning & Development, Talent Management,   People Analytics,   manufacturing leaders, and other business stakeholders. The successful candidate will translate   enterprise strategy,   workforce shifts and changing skill demands into clear talent actions, reskilling pathways, and internal movement strategies that are   equitable , scalable, data-informed, and aligned to GM’s business priorities.  

Key Responsibilities   • Define and lead an enterprise   career development and   redeployment strategy , inclusive   of  employees   whose work is materially   impacted   by changing business needs, evolving work design, and technology adoption, creating pathways that prioritize internal mobility, reskilling, and long-term workforce sustainability. • Align the enterprise strategy with strategic workforce plans, organizational design decisions, and investments in automation and emerging technologies across business units, considering implications for a global workforce.   • Build a practical operating model that connects workforce disruption and emerging capability shifts to job profiles, leveling guides, Talent Profiles, learning resources, and internal opportunity pathways so employees can move from skill-gap insight to action. • Partner with business leaders, HR, and talent stakeholders to   identify   populations at risk, diagnose skill gaps, and recommend targeted interventions that include learning and non-learning solutions. • Lead the design and use of redeployment pathways that   leverage   internal learning and development programs, tuition   assistance , and external nonprofit redeployment organizations to support transitions into future-relevant roles. • Establish a skilled-trades-focused redeployment approach informed by a deep understanding of technical, production, and manufacturing capability needs, while also scaling solutions for broader enterprise populations navigating changing work and capability requirements. • Translate enterprise and functional priorities into multi-year roadmaps, annual   objectives , governance routines, and measurable outcomes for redeployment, reskilling, and workforce transition efforts. • Lead a small team of program managers or related talent professionals, providing direction, coaching, development, and performance management while building capability and accountability within the team. • Create partnerships across Global Learning & Development, Talent Management, Talent Acquisition,   People Analytics,   HRBPs,   Corporate Strategy,   and business leaders to align   career development and   redeployment strategy with hiring, internal mobility, workforce planning, and capability building decisions. • Use data, benchmarking, workforce insights, and business context to identify trends   and early signals from emerging business, technology, and operating model shifts; run workforce and skills scenario planning ,   and   shape recommendations, and influence leaders on complex trade-offs related to redeployment, reskilling, and role transition priorities. • Establish and track success measures such as redeployment outcomes, learning-to-skills engagement, internal pipeline health, employee experience, and readiness for future roles.   • Embed responsible and effective use of AI into the redeployment model, including how AI can improve   skills   insight, career navigation, personalized recommendations, and learning access while preserving sound human judgment and   appropriate governance .  

Required Qualifications:   • Bachelor’s degree in Human Resources, Organizational Development, Education, Learning and Development, Business, Manufacturing, Operations, or   a related field . • 10+ years progressive delivery of career development and deployments strategies. • Proven experience shaping and executing enterprise   career development   strategies in response to material business, technology, or operating model shifts. • Demonstrated ability to integrate strategic workforce planning, talent architecture, and reskilling/redeployment strategies into cohesive, multi-year plans.   • Significant experience   leading enterprise or large-scale learning, talent, workforce, or redeployment-related initiatives with measurable business impact.   • Applied   and   demonstrated   experience in job architecture principles,   including   job   families, career   levels, leveling criteria, related method ologies to compensation and career frameworks, and HRIS and talent platforms   used to   maintain   job architecture data.   • People   leadership experience, including leading program managers or similarly scoped professional teams.   • Deep knowledge of skilled trades capability needs and strong familiarity with manufacturing, technical, or operations environments.   • Proven ability to translate complex business challenges into practical strategies, operating plans, and scalable solutions.   • Strong capability in skills-gap analysis, workforce planning, and data-informed decision-making.   • Demonstrated success influencing senior leaders

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