Contract: Organizational Design and Development Consultant II- Job Architecture

Why GM Financial?

GM Financial is the wholly owned captive finance subsidiary of General Motors and is headquartered in Fort Worth, U.S. We are a global provider of auto finance solutions, with operations in North America, South America, and the Asia Pacific region. Through our long-standing relationships with auto dealers, we offer attractive retail financing and lease programs to meet the needs of each customer. We also offer commercial lending products to dealers to help them finance and grow their businesses.

At GM Financial, our team members define and shape our culture — an environment that welcomes new ideas, fosters integrity, and creates a sense of community and belonging. Here we do more than work — we thrive.

Our Purpose: We pioneer the innovations that move and connect people to what matters

3 month contract role

This position will be posted until filled.

The Org Design – Job Architecture Consultant plays a critical role in supporting GM Financial’s efforts to build and maintain a consistent, scalable, and skills-aligned career architecture. This temporary contract position partners with the Organizational Effectiveness and Total Rewards teams to create and standardize job descriptions across the enterprise, applying GMF’s defined governance guidelines and tools.

The consultant will translate organizational and role information into clear, structured job documentation and support integration of the skills framework into job descriptions, ensuring alignment with the GMF Career Framework and leveling guidelines.

In this role you will:

Job Description Development & Standardization

• Apply GMF’s templated JD structure—Summary, Responsibilities, Skills/Competencies, and Minimum Requirements—to create and update job descriptions across the job architecture.
• Integrate level-appropriate language into responsibilities and skills to reflect the correct career level (e.g., Level II vs. III vs. Senior), aligning with GMF’s leveling criteria such as decision-making, independence, and complexity.

Skills Framework Integration

• Identify core and functional skills for each job using GMF’s Lightcast skills library and ensure consistent nomenclature and competency alignment across levels.
•  Build skill progression content (e.g., skills by level or skills by career band), following a skill-progression methodology.

Stakeholder Collaboration

• Partner with HR Business Partners, leaders, and subject-matter experts to validate job content, leveling, skills, and minimum requirements.
• Support stakeholder and manager reviews as job descriptions move through the refinement and finalization stages of the process.

Generative AI & Process Automation

• Create generative AI prompts and use tools such as Microsoft Copilot to automate repeatable JD-drafting steps, scaling the parent–child JD process and improving speed and quality of content creation.