Description The Role: The Talent Planning Lead is a high-impact, enterprise-facing role within the Global Talent Management Center of Excellence, responsible for owning, executing, maintaining, and continuously improving enterprise talent review and succession planning strategies. This role serves as a key subject matter expert for talent planning practices and processes, applying independent judgment to significant matters and driving scalable solutions that strengthen talent visibility, succession health, and leadership decision-making across the enterprise. The role partners across HR, COEs, HRBPs, and business stakeholders to translate talent strategy into clear processes, governance, insights, and actions. The individual in this role navigates complex and non-standard challenges, and uses data, analysis, and professional judgment to influence decisions and improve enterprise talent planning outcomes. Key Responsibilities: Talent Review and Succession Planning - Own, innovate, and continuously improve the global talent review and succession planning cycle for the enterprise, ensuring alignment to business rhythms, enterprise priorities, and governance requirements. - Lead end-to-end program and system design for talent review, succession planning, and high-potential identification processes, including frameworks, nomination criteria, development planning, governance, and program evaluation. - Build and manage enterprise review and planning cycles, balancing standardization with flexibility to address specialized business needs and emerging talent priorities. - Develop and maintain process documentation, workflows, and operating protocols that improve efficiency, consistency, and quality across planning cycles. - Identify process gaps, root causes, and opportunities to improve internal structures, services, and talent planning practices that support broader functional strategy. Talent Analytics, Insights, and Strategic Partnership - Own reporting and analysis related to succession health, high-potential identification, and other key talent planning metrics, translating data into actionable insights, risks, and recommendations for HR and business leaders. - Use advanced analytical and problem-solving techniques to address non-standard talent planning issues, especially where precedent is limited or stakeholder perspectives differ. - Partner with HR leaders, HRBPs, and cross-functional stakeholders to influence talent decisions, drive alignment, and strengthen talent planning capability across the global HR community. - Research external talent planning best practices, benchmark emerging approaches, and translate those insights into practical recommendations that improve GM's enterprise talent processes and strategy. - Serve as a trusted thought partner and subject matter expert on talent planning, succession planning, and related governance decisions, using data and judgment to anticipate concerns and address objections. Program Management - Drive multiple concurrent workstreams across geographies with a high degree of autonomy, ensuring strong execution, stakeholder alignment, and timely delivery. - Support change adoption by communicating clearly, guiding stakeholders through new processes, and continuously improving the talent planning experience for leaders, HR, and employees. Required Qualifications: - Bachelor's degree in Human Resources, Organizational Development, Business, or a related discipline. - Minimum of 7 years of experience in HR, talent management, performance management, organizational effectiveness, succession planning, or a related field, including experience owning or leading large-scale talent review or succession planning processes. - Proven experience designing, facilitating, and improving talent review processes in complex, multi-site, matrixed, or global organizations. - Strong analytical capability and proficiency with workforce analytics and HRIS platforms, with Workday experience preferred. - Demonstrated ability to engage and influence senior leaders through data, insight, and professional judgment. - Strong project and program management skills, including the ability to lead multiple simultaneous workstreams independently and navigate ambiguity with minimal guidance. - Demonstrated ability to solve complex, non-standard problems, develop practical solutions, and improve processes, services, or structures that support functional strategy. Preferred Qualifications: - Master's degree in Industrial-Organizational Psychology, Human Resources, Organizational Development, or a related field. - SHRM-SCP, SPHR, or equivalent HR certification; additional credentials in talent assessment methodologies such as Hogan, Korn Ferry Leadership Architect, or DDI. - Experience with people analytics tools such as Visier or equivalent platforms. - Experience in the automotive sector and familiarity with technical and engineering talent landscapes. - Experience with the design, configuration, testing, implementation, or optimization of talent planning and succession modules in Workday. 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 $88,100 - $140,700. 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 frequency dictated by your manager}. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate. 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. Total Rewards | 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 [email protected] 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.

• Define and execute a comprehensive product strategy that aligns with shifting adtech market dynamics. • Deeply understand Choozle’s business model, financial goals, and cross-functional needs. • Champion a high-velocity, modern Agile culture. • Protect Choozle’s core value proposition: simplifying programmatic. • Serve as the internal and external evangelist for Choozle’s product vision. • Mentor, scale, and inspire a world-class team.

• Lead and evolve Trevor’s talent acquisition strategy, processes, and practices to ensure an inclusive, high-touch, and mission-aligned candidate experience • Partner with hiring managers and organizational leaders to provide strategic guidance throughout the recruitment lifecycle, including workforce planning, sourcing strategy, candidate assessment, interview process design, and selection decisions • Strengthen and standardize recruiting operations, tools, and workflows to improve efficiency, consistency, communication, and candidate experience • Oversee recruiting analytics, reporting, and talent insights to inform organizational decision-making and identify opportunities for continuous improvement • Oversee organization-wide learning and development strategy in partnership with the Learning & Development Manager • Support the development of scalable learning experiences that strengthen manager capability, employee growth, leadership effectiveness, communication, performance management, and organizational culture • Lead and support initiatives that strengthen organizational culture, belonging, engagement, and employee trust across Trevor • Partner closely with the Chief People Officer and organizational leaders to align talent and culture strategies with Trevor’s broader organizational priorities • Foster a collaborative, accountable, growth-oriented team environment grounded in empathy, clarity, integrity, and operational excellence

Role Description Group Director, Client Partnership at DEPT® lead on all the cross-functional work we deliver for a key client. We expect Group Director, Client Partnership to be experts in truly understanding the clients in their portfolio’s business, challenges, goals, and SWOT, and have established relationships with the most senior levels on the client side in order to push their team outside of the box on driving innovation/strategy. Group Director, Client Partnership represent DEPT® to our clients, adding value to relationships beyond organizational skills, doing a mixture of account management, strategic planning, and serving as the commercial lead on the business. Group Director, Client Partnership are expected to be able to develop, negotiate, and manage scopes of work as well as support in leading new business proposals and pitches. Job Responsibilities - Client Management - Ability to work in partnership with senior clients to develop annual strategies. - Ability to establish themselves as true business partners, thought leaders and innovators at DEPT. - Responsible for holding recurring meetings with senior leadership on the client side focused on pushing their business forward, macro goals, industry trends/updates, and new opportunities to drive growth. - Responsible for being the primary relationship holder for the client within DEPT®. - Responsible for ensuring client satisfaction by regularly communicating with senior decision-makers. - Responsible for high client retention and growth. - Ability to be a point of escalation on their accounts and effectively solve issues that arise, whether internally or with clients. - Ability to reach out to clients directly when service issues arise. - Ability to lead new business pitches and proposals alongside leadership and growth team. - Business Knowledge and Compliance - Ability to forecast, reconcile, and monitor client revenue and profitability. - Must have a strong understanding of scope management, inclusive of how to track and manage, escalate scope pacing issues. - Responsible for financial management of client portfolio revenue, including updating relevant internal financial systems accurately and in a timely manner. - Ability to scope projects and retainers within budget and on brief. - Ability to productize our services within a proposal and SOW. - Ability to initiate conversations with clients around SOW adjustments. - Ability to author written SOWs, amendments, and other legal adjustments in partnership with contracts team as needed. - Ability to lead contract negotiations and oversee the implementation of commercial agreements. - Ability to proactively pursue cross-sell & upsell opportunities to drive innovation, strategy, and organic revenue growth. - Responsible for ensuring teams are operating effectively and efficiently towards clients goals while meeting financial revenue targets on accounts. - Team Participation, Development & Strategic Leadership - Ability to successfully work with all craft teams to effectively drive strategies and work that leads clients to the next level of their business. - Ability to lead, line-manage, motivate and inspire a team. - Ability to craft strategic responses to briefs and the ability to develop a POV on media. - Familiarity with DEPT's service offerings & department leads with the ability to participate in conversations for complex projects or new offerings & know who to bring into the conversation within DEPT. - Responsible for ensuring delivery of work is to the highest possible standard. - Ability to contribute to the creative process by sharing their ideas and experience. - Ability to present work internally and externally to all levels of seniority. - Responsible for ensuring all teams servicing their client(s) identify core issues, proactively develop plans to mitigate issues from restructuring account teams, have hard conversations both on client and employee side, rally team to overcome challenges, and deliver high client satisfaction (validated via CSAT surveys and regular check-ins). - Responsible for periodically reviewing team ways of working and identify opportunities for streamlining or improvement. - Responsible for consistently assessing team/client fit, ensuring we have the right talent matched up to the right clients - based on expertise, communication/working styles. - Responsible for ensuring new team members are properly onboarded to each account, not just with day-to-day knowledge & skills development, but by providing a full deep dive into each client’s business and priorities. - Ability to determine resolution for any cross-channel issues including performance, tracking, QA issues, etc. - Ability to resolve any collaborative roadblocks between teams. - Ability to settle miscommunication or interpersonal issues within the group. Qualifications - 12+ years of experience in roles servicing clients in an agency environment. - Experience managing large clients, AORs, and agency teams. - Experience managing complex campaigns and retainers. - Experience in leading a high-volume, multi-service retainer(s) for brands/clients. - Experience working on a global brand. - Confident with both brand and conversion/direct-response campaigns. - Experience leading, motivating, and coaching teams of 10+ people. - Experience inspiring, and able to create a proactive and energized team culture. - Must have strong delegation skills with the ability to coordinate activities between multiple projects without directly managing them. - Ability to communicate complex messages to a variety of audiences. - Ability to view the big picture, beyond your immediate role or department, and align projects with company strategy, values & goals. - Ability to solve problems through collecting relevant information for assessment, understanding solutions & consequences in order to choose a course of action. - Ability to connect each project to the business world, thinking through effectiveness, efficiency, and consistency within all interdisciplinary projects. - Strong client relationship management skills, including experience working directly with directors, VPs, and C-level clients on strategy development. - Excellent project management skills, able to find the most efficient ways of working. - Excellent organizational skills and high attention to detail. - Excellent written and verbal English communication skills; excellent presentation skills. - Advanced problem-solving skills. - Excellent time management skills. - Ability to react quickly within a fast-paced environment. - Ability to remain focused under pressure and work under tight deadlines. - Proficient in working with data. Benefits - Healthcare, Dental, and Vision coverage. - 401K plan, plus matching. - PTO. - Paid Company Holidays. - Parental Leave.