Employee Relations Investigation Generalist

**Job Description** **Work Arrangement** This role is based remotely, but if you live within a 50\-mile radius of Austin, Detroit, Warren or Mountain View, you are expected to report to that location three times a week, at minimum. **Department Overview** As a member of the Glo bal Employee Relations team, you will strive to be a role model for the Company by supporting the delivery of high\-performance services with high integrity. The Global Employee Relations Investigations teams’ objectives are to deliver timely , best\-in\-class services in a collaborative way while also protecting GM’s high standards of HR, legal, ethical, and financial integrity. The team plays a key role in reinforcing GM’s Speak Up culture by providing safe, fair, and consistent handling of concerns raised through internal reporting channels. Each member of this team, including Managers, are expected to adhere to these standards: * Workplace and Product Safety * Compliance \& Ethics * Strategic Partnering * Responsive \& Accountable * Sound Judgement \& High Trust * Real\-time Transparency and Communication * Superior Work Product Quality * Strong Work Ethic * Controlling Costs * Company and Industry Knowledge * Teamwork **The Role** The Employee Relations Generalist will conduct impartial, fact\-based investigations into employee concerns and policy matters, with a primary focus on foundational employee relations casework and more straightforward workplace issues. They will manage investigations from planning through closure, including fact\-finding, analysis, and documentation, while partnering with HR and other stakeholders to support timely , fair, and consistent outcomes aligned with GM values and policies. They will escalate matters when risk, complexity, or sensitivity exceeds role scope. They will also support the Global Employee Relations team with projects and initiatives by providing project management and administrative support as needed. **Subject Matter Requirements** * Own foundational Employee Relations matters that require ER judgment, guidance for employees or leaders, and structured issue framing, but do not initially present as high\-risk investigations. * Assess incoming concerns to determine appropriate ownership , including whether the matter requires advisory handling, inquiry, or formal investigation, and whether the issue can remain in Generalist ownership or must be escalate d . * Conduct fair, objective employee relations investigations from intake to closure for lower\-severity, entry\-level, and routine matters, including structured fact\-finding, interviews, evidence review, findings, documented recommendations, and, when needed, clear case summaries or reports within scope of role. * Partner with key stakeholders where applicable * M aintain complete and accurate AIMS records, including case detail s , participants, supporting documentation, and status updates. * Escalate matters immediately when new facts indicate