Job Description The HR Business Partner (HRBP) is an advisor and performance enabler who partners with business leaders to drive organizational effectiveness through people. As the first point of contact for complex human capital matters, the HRBP delivers high-impact HR solutions aligned with GM’s business purpose, strategy, and culture. - Partner with business leaders to define and execute talent strategies, including workforce planning, job design, and organizational transformation. Build credibility and influence across teams without relying on formal authority.  - Lead organizational design efforts to optimize performance and support transformation.  - Act as a talent scout, identifying performance gaps and strengths across teams. Shape and protect the employee experience to ensure alignment with company values and goals.  - Drive leadership development and build people leader effectiveness.   - Serve as a trusted advisor, guiding leaders through ambiguity and change. Offer clarity, calm, and actionable solutions for complex HR issues.  - Provide guidance on complex employee relations matters, using sound judgment, established frameworks, and consideration of business and legal risk.  - Use data and insights to drive strategic decisions and demonstrate HR’s impact. Apply advanced analytical and problem-solving techniques to resolve non-standard challenges.  - Serve as a catalyst for change during periods of transformation, helping leaders navigate organizational shifts with clarity and confidence. Influence outcomes without authority, shaping direction and driving adoption of new approaches across the broader functional area.  - Guides leaders in applying Total Rewards practices that align with strategy, equity, and market realities. Ensures sound judgment in complex situations and protects the company’s reputation through fair, consistent, and compliant decisions. - Collaborate with Centers of Excellence (COEs) to deliver business-aligned HR solutions. Diagnose root issues and co-create solutions with COEs.  Expertise Recognized as an expert in their field. Applies highly specialized knowledge and extensive practical experience in the area, as well as organizational expertise across multiple areas within a function or across functions. Applies strong business acumen and complex problem-solving techniques to identify, analyze and resolve issues that influence achievement of key functional objectives. Develops new or significantly improves existing policies, methods, and systems. incorporating relevant disciplines, theories, and techniques through independent judgment and discretion. Works independently with broad latitude in decisions and actions in a complex environment. Often acts as a subject matter expert in their area of expertise. Navigates high levels of ambiguity, guiding leaders and teams through transformational shifts with confidence and clarity. Complexity Works on complex issues and assignments that require conceptual thinking, originality and ingenuity of approaches, and a wide application of principles, theories, and concepts to achieve the results. Provides strategic clarity and actionable solutions for highly complex HR issues impacting multiple geographies and business units. Applies advanced diagnostic frameworks and scenario modeling to resolve non-standard, enterprise-level challenges. Understands the interrelationships of different aspects and implications of actions. Designs and develops impactful and innovative solutions to considerably broad and complex problems, often spanning across multiple disciplines within the business unit. Exercises independent judgement in selecting methods and evaluating criteria for obtaining results. Expertly adapts communication style and uses persuasion and occasionally negotiation to convince others to accept new ideas, approaches, concepts, or practices. Operates as a key influencer across global HR functions and business units, delivering cohesive, future-focused solutions. Deals with situations where differing opinions, past practices or experiences may significantly constrain agreement. Scope & Impact Sets objectives and takes responsibility for achieving metrics and Key Performance Indicators that directly influence the attainment of results, providing measurable contributions to HR outcomes and aligning with GM's strategic priorities. Contributes innovative, impactful ideas, and leads large projects with broad visibility. Develops, plans, and implements solutions that require integration of multiple related teams or larger teams of both internal and external stakeholders. Champions change and influence adoption of innovative HR practices. Co-leads complex change management programs, ensuring adoption and sustainability across diverse teams. Role models GM's behaviors necessary to maintain a productive team without inhibiting individuality and personal diversity. May serve as an indirect leader within their function. Their contributions drive the delivery of results that impact various departments and or functions and directly contribute to execution of functional strategies. Serve as a resource and mentor to less experienced HR professionals, providing guidance on complex issues. Identifies recurring team or process challenges and collaborates with HR Centers of Excellence and HR Operations to implement practical, scalable solutions. Qualifications  - Bachelor’s degree in Human Resources, Business Administration, or equivalent professional experience. Advanced degree (MBA or MA in HR) strongly preferred.  - 10+ years of progressive HR experience, including significant exposure to strategic HRBP roles in large, complex organizations.  - Proven track record in enterprise organizational design, leadership development, and global talent management.  - Expertise in HR technology platforms and AI-enabled HR solutions.  - Exceptional communication, proven ability to influence senior stakeholders.  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 $112,100 - $175,400. 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. About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. Why Join Us We believe we all must make a choice every day – individually and collectively – to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. Benefits Overview From day one, we're looking out for your well-being–at work and at home–so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources. Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire. Accommodations General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us or call us at 1-800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

• Process leave-related paperwork during payroll close cycles • Update employee leave statuses in Workday and UKG • Manage employees moving on and off leave in internal systems • Completing and submitting required state statutory leave paperwork • Support pay processing, audits, and historical pay lookbacks (up to five years) • Manage shared email inboxes • Send policy-related communications to employees and team members • Perform high-volume data entry and system updates related to leave approvals • Partner internally across HR, compensation, payroll, and hiring teams to resolve discrepancies

Role Description Our mission is ambitious and inspiring: to remain the world’s most trusted independent voice in healthcare supply and capital data and solutions. As our Director of Human Resources, you will help ensure we bring in the people who make this mission real—individuals who uphold our commitment to clarity, expertise, and better outcomes across the healthcare ecosystem. Our vision—a world where confident spend and capital decisions lead to better outcomes—guides how we work, collaborate, and grow. In this role, you will be at the center of that journey, building a team that brings transparency to every interaction, explores every possibility with curiosity, and leans into innovation and bold thinking. Qualifications - Bachelor’s degree in HR, Business Administration, or a related field; advanced degree or HR certification (PHR/SPHR/SHRM-SCP) preferred. - 10+ years of HR leadership experience, including extensive experience in Talent Acquisition. - Experience building people systems and capabilities in a high-growth or mission-driven environment in the healthcare ecosystem. - Strong communication skills, with the ability to bring clarity and insight to complex decisions and interactions. - Comfort with ADP’s HRIS/ATS/Payroll tools and an analytical mindset that supports strategic decision-making. - A commitment to collaboration, curiosity, and strengthening outcomes for colleagues, clients, and the industry. Requirements - Serve as a strategic advisor to senior leadership on organizational design, workforce planning, and long-term people strategy. - Use data, transparency, and thoughtful analysis to bring clarity to decisions and elevate HR operations. - Ensure our policies and programs reinforce trust, fairness, and a culture that celebrates diverse expertise and perspectives. - Partner with leaders to develop growth pathways, strengthen team performance, and cultivate a culture grounded in shared purpose. - Build and execute a talent acquisition strategy that aligns with our mission and embodies our principles: clarity, curiosity, innovation, and impact. - Lead a recruiting function that ensures every candidate experience reflects the integrity and trust we bring to the healthcare industry. - Bring forward creative sourcing approaches that help us “see all the options” and anticipate future needs. - Empower hiring leaders with insight, data, and best practices that help make every talent decision clear and confident. - Strengthen our employer brand by articulating our mission and values to prospective candidates in a compelling and authentic way. - Strengthen connection and shared purpose across our U.S. and Malaysia teams, fostering collaboration, cultural understanding, and a unified employee experience. - Champion programs and initiatives that foster belonging and reinforce the value of each person’s contribution to our collective mission. - Support a remote-first employee experience that strengthens connection, communication, and collaboration across all teams. - Encourage leaders and employees to “seize the opportunities”, leaning into innovation, creativity, and new ways of working. - Guide employee relations with clarity, empathy, and integrity, ensuring strong outcomes for employees and the organization. - Partner with Finance and executive leadership to maintain competitive, equitable compensation practices. - Oversee benefits programs that contribute to a strong, supportive, and engaging employee experience. - Ensure compliance across all states of operation and uphold the highest standards of HR integrity. Benefits - Competitive salary and performance bonus program. - Fully remote work environment. - Comprehensive benefits package including 401k match. - 19 days of PTO per year; 10 holidays per year. - Opportunity to lead in a mission-driven organization where your work directly shapes clarity, confidence, and better outcomes across healthcare. - A team that values your expertise and shares a deep belief in the power of data, insight, and human connection. Travel - Up to 10% travel, based on business needs. While our roles are 100% remote, we do get together a few times a year for up to one week. Employees are given ample notice and attendance is expected. Work Environment - This position operates in a professional work environment and requires the use of standard office equipment such as a computer, keyboard, mouse, webcam, and phone. Equal Opportunity / Affirmative Action Statement Staritas is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, or veteran status. As a federal contractor, ECRI complies with all applicable federal, state, and local laws regarding nondiscrimination and affirmative action. We are committed to creating a workplace that is fair, inclusive, and grounded in merit-based decision-making. Accommodation Statement If you need reasonable accommodation to apply for this position, please contact the recruiter. Pay Transparency Statement Staritas posts compensation ranges and benefits for all open roles. The compensation range for this position is $170,000 - $180,000, plus a comprehensive benefits package. Compensation offered will depend on factors including experience, skills, geographic location, and internal equity. Staritas does not retaliate against employees or applicants for discussing compensation. Benefits Statement Staritas offers a comprehensive and competitive benefits package designed to support the health, wellbeing, and financial security of our employees. Benefits include medical, dental, and vision coverage; retirement savings plans with company contributions; paid time off and company holidays; paid parental and family leave; and access to employee assistance and wellness resources. Additional benefits include life and disability insurance, professional development opportunities, and flexible work arrangements.

• End-to-End People Operations: Design and manage all people-related processes, including payroll oversight, benefits administration, and compliance across different jurisdictions, ensuring a seamless experience for a fully remote team. • Scalable Talent Acquisition: Lead the full recruitment cycle with a focus on revenue-driving roles (Sales, Product, Customer Success). You will build the sourcing machine that identifies top-tier talent while keeping the hiring bar exceptionally high. • Performance & OKRs: Own the performance management system. Ensure OKRs are not just a document, but a living system that aligns individual output with our 5x growth targets. • Culture & Engagement: Act as the guardian of the AltCode. Develop initiatives that foster a culture of ownership, accountability, and radical transparency in a remote-first environment. • Onboarding & Employee Experience: Design a world-class onboarding journey that integrates new hires into our high-performance operating system from day one. • Talent Development: Identify skill gaps and implement lean development programs (mentorship, peer-to-peer learning) that prepare our internal talent for leadership roles as we scale. • Data & Analytics: Treat People Ops like a product. Track and report on key metrics (eNPS, retention, time-to-hire, cost-per-hire) to provide the executive team with actionable insights. • Legal & Compliance: Ensure all people practices are compliant with local regulations in the markets where we operate, managing contracts and administrative documentation with precision.