Sr. Performance Accountability Specialist

About this role

Job Description

The Role  

The Senior Performance Accountability Specialist is a senior individual contributor who leads the most complex, sensitive, and high-risk performance accountability cases for   under -performing non-contract salaried employees across assigned region(s) or case types.  

This role serves as a subject matter expert for the Performance Accountability function,   directly   partnering with managers, HRBPs, Legal, and regional HR leaders to deliver consistent, compliant, and high-quality outcomes across informal and formal stages.  

In addition to expert case ownership, the role helps shape standards, refine tools and processes, mentor Performance Accountability Specialists, and strengthen the quality and consistency of the overall function.  

What   You’ll   Do  

• Own end-to-end management of the most complex and high-risk performance accountability cases, including senior-level employees, repeat PFIs, cross-border or cross-entity matters, and cases with elevated legal or reputational exposure.   ​

• Advise on   formal performance accountability standards, including policy interpretation, threshold decisions, documentation requirements, and case strategy.

• Partner closely with Legal and regional SMEs on country-specific requirements, including   works   councils, notice requirements, documentation standards, appeal processes, and exit-related considerations.

• Lead complex manager consultations, helping leaders navigate difficult performance situations, formal communications, and decision points with clarity, consistency, and sound judgment.

• Provide expert review and guidance on PFIs, letters, case documentation, and outcome recommendations to ensure quality   and   objectivity.  

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

• Support sensitive employee and manager communications, including complex case messaging and exit coordination where   required .  

• Mentor and coach Performance Accountability Specialists by providing feedback on case strategy, documentation quality, stakeholder management, and application of standards.  

• ​ Identify   recurring themes, risks, and opportunities across cases and recommend improvements to SOPs, templates, workflows, and operating practices.  

• Interpret KPI trends and case patterns to generate actionable insights for the team and inform leadership discussions on volume, quality, cycle time, and process effectiveness.  

• Play a key role in training and enablement for managers, HRBPs, and internal partners by contributing   expertise , case-based examples, and practical guidance.  

• Provide frontline input into tooling, workflow, routing, and reporting enhancements to improve efficiency, user experience, and scalability.  

Required Qualifications  

• Bachelor’s degree in Human Resources , Business, Industrial/Organizational Psychology, or   a related   field.

• 7+ years of progressive HR, Employee Relations, Performance Management, or related experience, including substantial direct experience managing formal performance cases, PFIs, or complex employee relations matters.  

• Deep   expertise   in formal performance management and accountability frameworks, including thresholds, documentation standards, case strategy, and risk assessment.  

• Strong experience with HRIS or case management systems, preferably Workday, including workflows, reporting, and data quality controls.  

• Proven ability to partner effectively with Legal on sensitive matters and translate legal or compliance guidance into practical direction for managers and HR partners.  

• Exceptional written and verbal communication skills, including the ability to influence senior leaders and guide high-stakes conversations.  

• Demonstrated capability to mentor or coach other HR professionals or COE team members.  

• Strong analytical and problem-solving skills, including   use   of data to   identify   trends, generate insights, and improve outcomes.  

• High judgment, discretion, resilience, and credibility in managing confidential, sensitive, and occasionally contentious matters.  

Preferred Qualifications  

• Experience in a global HR or Employee Relations role supporting multiple regions or markets with varied legal frameworks and cultural expectations.

• Experience building or scaling a centralized HR or COE function, including process design, role clarity, handoffs, or rollout planning.  

• Experience contributing to training design, change management, or communications for HR and manager audiences.  

• Demonstrated ability to navigate ambiguity, build structure, and influence stakeholders in new or evolving processes.

• Familiarity with GM performance calibration, DNM processes, and related policy or scorecard data as they connect to formal performance actions.  

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 $107,600 - $156,700.



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 other f

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