Labor Relations Director - Benefits

Job Description

The Executive, Labor Relations – Benefits is responsible for leading GM’s labor relations strategy and negotiations with the UAW related to U.S. hourly-represented health, wellness, retirement, welfare, supplemental unemployment, ancillary benefits, and related economic provisions. This leader serves as GM’s primary corporate labor interface with the International UAW on benefit topics, shaping negotiation strategy, resolving complex issues, and ensuring outcomes that balance competitiveness, employee experience, and long-term financial sustainability.

Responsibilities:

Strategy, Negotiations & Contract Administration

• In partnership with GM Benefits leadership and the broader team, prepare and implement GM’s national bargaining strategy for benefits programs (e.g., health, wellness, retirement, welfare, supplemental unemployment, ancillary benefits and related economic provisions), from planning through ratification and implementation. Serve as chief company spokesperson and lead negotiator from a Labor Relations perspective on assigned benefits with the International UAW, framing trade‑offs, building consensus with senior leaders, and driving agreements that align to GM’s strategic and financial objectives.
• Develop, recommend, and secure executive alignment on negotiation frameworks, economic packages, and contractual language, using robust financial modeling and scenario analysis.
• Interpret and administer relevant provisions of the National Agreement and Supplements on benefit topics; provide authoritative guidance to Corporate Labor Relations, HR, Finance, and Global Benefits.
• Anticipate emerging trends (healthcare cost, retirement adequacy, regulatory changes, competitive benchmarks) and proactively adjust GM’s labor strategy to protect competitiveness and manage enterprise risk.

Cross‑Functional Leadership & Financial Stewardship

• Partner closely with Global Benefits, Compensation, Finance, Accounting, Legal, and other HR Centers of Expertise to quantify the financial impact of bargaining proposals, model long‑term liabilities, and design sustainable benefit structures. Translate complex financial and actuarial data into clear options and recommendations for senior leadership, ensuring decisions are grounded in both labor strategy and financial discipline.
• Drive alignment across Labor, Finance, Global Benefits, Legal, and HR Business Partners to ensure contractual commitments are clearly understood, operationalized, and appropriately funded.

Union Relationships & Issue Resolution

• Maintain a trusted, constructive working relationship with International UAW leadership on benefits matters, grounded in credibility, transparency, and follow‑through.
• Provide expert leadership on complex or precedent‑setting grievances, arbitrations, and disputes related to benefit provisions, leveraging deep understanding of the National Agreement and applicable law.
• Coach and advise Corporate Labor Relations managers and site HRLR leaders on contract interpretation, dispute resolution strategy, and communication approaches related to benefits topics.

GM Behaviors & People Leadership

• Model GM’s Executive‑level behaviors (e.g., Win with Integrity, Move with Urgency, Commit to Customers, Be Inclusive, Innovate and Embrace Change, Lead as One Team, Speak Fearlessly, Own the Outcome) in all internal and external interactions.
• Champion an inclusive environment where diverse perspectives are invited into strategy development and decision‑making, particularly on topics with high workforce impact.

Qualifications:

• Extensive labor relations experience (10+ years) in a highly unionized environment, with a strong track record in collective bargaining, contract administration, and complex dispute resolution, preferably with large industrial unions (e.g., UAW or equivalent).
• Bachelor’s degree in Labor Relations, Human Resources, Law, or Finance, or equivalent experience (advanced degree preferred).
• Demonstrated success leading or playing a principal role in negotiations on benefits (including, but not limited to healthcare, pension, and 401(k)), or other major economic issues with significant financial impact. Experience in retiree healthcare and defined benefit pension plans is highly desirable.
• High financial and analytical acumen, including experience working directly with Finance, actuaries, and/or benefits design teams to model cost scenarios, long‑term obligations, and ROI of proposals.
• Deep knowledge of:
  • U.S. labor and employment law relevant to collective bargaining and benefits (e.g., healthcare and retirement plans).
  • National and local agreement structures, grievance and arbitration processes, and joint labor‑management forums.
• Proven ability to influence and advise senior executives and Executive Leadership Team on labor strategy, risk, and trade‑offs, using data and clear storytelling to drive decisions.
• Demonstrated capability operating at an Executive People Leader level: setting strategy, driving large‑scale change, and delivering results across multiple stakeholder groups.
• Direct experience with GM–UAW negotiations or similar automotive/industrial bargaining environments.
• Prior leadership of a corporate or regional Labor Relations function or equivalent executive‑level HRLR role.
• Experience collaborating with Benefits, Compensation, HR CoEs, and Finance on large‑scale plan design or redesign initiatives.
• Advanced degree in Labor Relations, Human Resources, Law, or Finance, or equivalent experience.

Additional:

• Required travel up to 30%

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.)







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