Performance Accountability Specialist

About this role

Job Description The Role  

• The Performance Accountability Specialist (L6) is an individual contributor responsible for front-line support across the performance accountability process for   under -performing non-contract salaried employees within assigned   geography .  

• This role   directly   supports managers through intake, triage, coaching, Plan for Improvement (PFI) administration, documentation,   employee   and manager communications, and exit processing when   required .  

• The role   directly   partners   with people m anagers, HRBPs, Legal, and the   Employee Relations Team   to deliver consistent, fair,   timely , and compliant outcomes aligned to global standards and local country requirements.  

What   You’ll   Do  

• Manage formal performance accountability   cases   end to end, including intake, documentation, tracking, milestone management, decisions, outcomes, and closure within established service levels.  

• Coach and guide managers and HRBPs through the formal performance accountability process, including when to address issues informally, when to transition to the formal process, documentation expectations, and stakeholder roles.  

• Draft, review, and quality-check PFIs, letters, case summaries, and supporting documentation using standard templates, SOPs, and country-specific guidance.  

• Maintain   accurate   case records and system data to support reporting, audit readiness, process consistency, and follow-up actions.  

• Support case intake and triage by assessing requests,   prioritizing   and routing work, and coordinating with Legal and regional SMEs where local requirements or   works   council considerations apply.  

• Communicate clearly and professionally with managers, HR partners, and employees throughout the process, including supporting performance meetings, formal outcome communications, and   required   post-outcome actions such as separation or exit processing when applicable.  

• Identify   and escalate legal, reputational, employee relations, or process risks appropriately, while following all documentation, confidentiality, and compliance requirements.  

• Contribute case insights, trends, and lessons learned to KPI and quality reviews, training, office hours, FAQs, and continuous improvement efforts.  

Required Qualifications  

• Bachelor’s degree in Human Resources , Business, Industrial/Organizational Psychology, or   a related   field, or equivalent experience in HR or Employee Relations.  

• 3+ years of experience in HR, Employee Relations, Performance Management, or a related people function, including hands-on case management experience.  

• Demonstrated ability to interpret and apply HR policies and performance management frameworks in a practical, consistent way.  

• Experience using HRIS or case management tools,   preferably   Workday, to manage cases,   maintain   records, and support reporting.  

• Strong written communication skills, including the ability to prepare clear, objective, and defensible performance documentation.  

• Strong judgment, discretion, and integrity in handling sensitive employee matters , including ability to   identify   and assess potential risk in sensitive employment situations.  

• Ability to manage multiple cases and deadlines in a fast-paced environment with strong attention to detail and follow-through.  

• Collaborative approach and ability to work effectively across managers, HRBPs, Legal, and regional stakeholders.  

Preferred Qualifications  

• 5+ years of HR or Employee Relations experience, including direct involvement in formal performance management, PFIs, or complex employee relations matters.  

• Experience supporting multi-country or global populations, including familiarity with   works   councils or country-specific employment requirements.  

• Experience working in a Center of Excellence or centralized HR operating model.  

• Strong data orientation, including comfort reviewing case metrics, spotting trends, and   identifying   process improvement opportunities.  

• Demonstrated ability to coach managers through difficult performance conversations with empathy, clarity, and accountability.  

• Familiarity with GM Behaviors and GM performance and talent processes and how they connect to underperformance and formal outcomes.  

Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws.

The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. • The salary range for this role is $80,700-$109,400. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position. • Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance. • Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.



GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc).

This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or oth

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