Key Responsibilities

• Define and lead an enterprisecareer development andredeployment strategy, inclusiveofemployeeswhose work is materiallyimpactedby 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 toidentifypopulations at risk, diagnose skill gaps, and recommend targeted interventions that include learning and non-learning solutions.
• Lead the design and use of redeployment pathways thatleverageinternal learning and development programs, tuitionassistance, 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, annualobjectives, 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 aligncareer development andredeployment strategy with hiring, internal mobility, workforce planning, and capability building decisions.
• Use data, benchmarking, workforce insights, and business context to identify trendsand early signals from emerging business, technology, and operating model shifts; run workforce and skills scenario planning,andshape 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 improveskillsinsight, career navigation, personalized recommendations, and learning access while preserving sound human judgment andappropriate governance.

Required Qualifications:

• Bachelor27s degree in Human Resources, Organizational Development, Education, Learning and Development, Business, Manufacturing, Operations, ora related field.
• 10+ years progressive delivery of career development and deployments strategies.
• Proven experience shaping and executing enterprisecareer developmentstrategies 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 experienceleading enterprise or large-scale learning, talent, workforce, or redeployment-related initiatives with measurable business impact.
• Appliedanddemonstratedexperience in job architecture principles,includingjobfamilies,careerlevels, leveling criteria, related methodologies to compensation and career frameworks, and HRIS and talent platformsused tomaintainjob architecture data.
• Peopleleadership 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 and aligning multiple stakeholders in ambiguous, high-visibility environments.
• Excellent written and verbal communication skills, with the ability to clearly articulate strategy, recommendations, and business impact to varied audiences.

Preferred Qualifications:

• Advanced degree in a related field.
• Experience in automotive manufacturing or large-scale industrial environments.
• Experience with internal mobility, career development, workforce transformation, or technology-enabled talent strategies.
• Familiarity with learning ecosystems that include structured learning, mentorship, stretch assignments, career tools, and skills-based navigation.
• Experience building external partnerships with nonprofit, academic, or community-based organizations in support of workforce transitions.
• Knowledge of change management, human performance improvement, and continuous improvement methodologies.

What Success Looks Like:

• Employees navigating changing work requirements have clearer, faster pathways to adjacent and future roles.
• Skilled trades populations have credible redeployment options supported by targeted learning, practical skill-building, and role visibility.
• Leaders have a consistent framework for making redeployment decisions thatbalancesemployee experience, business need, and workforce capability priorities.
• GM improves internal mobility, strengthens learning-to-skills engagement, and reduces friction in how employees navigate growth opportunities.

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 $ 164,400 - $251,800.