Senior Rear Seat Structure Design Release Engingeer -

Description

This role is categorized as hybrid, meaning the selected candidate will be expected to work on‑site at the Warren Tech Center at least three days per week (or other frequency determined by their manager).

This role is not eligible for relocation assistance

About the Role:

The Senior Rear Seat Structure Design Release Engineer is the technical owner for rear seat structures and key components from concept through launch and into production. You will define system requirements, lead design and integration, and drive robust execution with a high level of independent judgment, creativity, and technical leadership . Prior experience leading seating structure and/or component development across multiple vehicle launches is strongly preferred.

Key Responsibilities:

Lead design, development, and integration of highly complex rear seat structures for large-scope vehicle programs.

Own and develop SORs (Statement of Requirements) for rear seat structure subsystems, partnering with safety, CAE, manufacturing, durability, NVH, and other subject-matter teams.

Lead design and technical reviews for rear seat structures and subsystems, ensuring design robustness, safety compliance, and alignment to program targets.

Define and maintain Interface Control Documents (ICDs) for component and subsystem interfaces; negotiate and finalize interface agreements with interfacing systems and resolve conflicts effectively.

Lead the Product Development Team (PDT) for assigned components/subsystems, including timing, parts lists, DFM/DFMA considerations, issue tracking, and risk mitigation.

Conduct trade-off studies and recommend directions based on cost, mass, timing, manufacturability, complexity, safety, and quality imperatives.

Release production designs on time, ensuring they meet all commodity, regulatory, performance, and quality requirements.

Conduct engineering and design reviews to help ensure 100% design fidelity and readiness at each GVDP milestone.

Act as the primary technical interface, clearly communicating information to and from internal and external organizations (program teams, plants, suppliers, CAE, validation, purchasing, quality).

Lead the launch of new vehicle programs for rear seat structure subsystems at assembly plants and supplier facilities, including build support, issue resolution, and change management.

Lead focused problem-solving efforts on significant cost, quality, safety, and warranty issues on seat programs, driving permanent corrective actions and lessons learned.

Required Education, Experience & Skills:

Bachelor of Science in Engineering (Mechanical Engineering or closely related discipline).

Minimum 5 years of experience in product development, preferably with structural components or seating systems.

Demonstrated ability to read, analyze, and interpret 3D math data and review designs using tools such as Vis-Mock-up or equivalent.

Strong foundation in engineering fundamentals and mechanics , with the ability to connect system-level performance to component-level design decisions.

Proven ability to work independently, make sound technical judgments, and drive issues to closure in a fast-paced environment.

Strong organizational and tactical planning skills (macro/micro/personal) to manage multiple programs and deadlines.

Ability to travel up to 15% (plant builds, supplier visits, test events, and launch support).

Preferred Skills & Experience:

Product Design Release experience with ownership of components or systems through multiple GVDP cycles.

Working knowledge of product development processes , FMVSS regulations, and vehicle-level requirements, including familiarity with GVDP milestones, deliverables, and sign-off criteria.

Prior experience with automotive OEM product development (seating or body structures strongly preferred).

Experience applying DFSS tools for component selection and design robustness; DFSS certification is a plus.

Demonstrated capability with structured problem-solving methodologies (e.g., Red-X, 8D, root-cause analysis).

Strong cross-functional collaboration and communication skills, with the ability to influence decisions and align diverse stakeholders around a technical direction.

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., H-1B, OPT, STEM OPT, CPT, TN, J-1, etc.)

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.