Senior Analyst, U.S. Retirement Benefits

Description

The Senior Analyst, U.S. Retirement Benefits supports the design, administration, and continuous improvement of General Motors’ U.S. retirement programs (focused on defined contribution with some exposure to defined benefits) for hourly and salaried employees, including represented populations. This role combines analytical rigor, strong execution, and stakeholder partnership to ensure GM’s retirement programs are competitive, compliant, and aligned with our Total Rewards strategy.

The Senior Analyst will be a key contributor in evaluating plan performance, supporting bargaining and governance activities, and enhancing employee retirement readiness through data-driven insights and clear communication.

Key Responsibilities

Plan Administration & Operations

Support day-to-day administration of U.S. retirement plans (DC with some exposure to DB), including eligibility, elections, record maintenance, and vendor interfaces.

Perform data validation, reconciliations, and audits to ensure accuracy of participant records, contributions, and benefit calculations.

Assist with case management and escalations, partnering with internal teams and vendors to resolve complex benefit inquiries and issues.

Help prepare and maintain process documentation, desk procedures, and controls that support accurate, efficient administration.

Analytics, Reporting & Insights

Analyze plan participation, contribution rates, withdrawals, retirement timing, and utilization to identify trends, risks, and opportunities to improve retirement outcomes.

Prepare regular dashboards and ad hoc analyses (e.g., by segment, demographic, or bargaining unit) to inform program strategy and leadership decisions.

Support financial and actuarial work by gathering data for funding, forecasting, and scenario modeling for DC plans, in partnership with Finance, Treasury, and external advisors.

Plan Design, Strategy & Governance

Contribute to plan design evaluations, benchmarking GM’s retirement benefits against peers and market practices.

Assist with preparation of materials for governance committees and leadership reviews, including recommendations grounded in data and employee impact.

Support bargaining preparation and labor discussions by developing analyses, comparisons, and talking points related to retirement plan options for represented employees.

Monitor emerging legislative and regulatory developments (e.g., ERISA, IRS, DOL guidance) and assist with impact assessments and implementation activities.

Vendor & Stakeholder Management

Partner with recordkeepers, actuaries, consultants, and other vendors to support accurate, compliant administration and a high-quality participant experience.

Track and help review service level performance, error trends, and remediation actions with vendor partners.

Collaborate with internal stakeholders, including Global Benefits, Labor Relations, HR, Payroll, Legal, Finance, and Communications, to ensure alignment on plan changes, projects, and issue resolution.

Employee Experience, Education & Communications

Support development and execution of retirement education and engagement strategies, with emphasis on hourly and represented employees.

Draft and refine employee-facing communications, FAQs, tool content, and presentations that explain complex retirement topics in clear, plain language.

Use data to identify gaps in retirement readiness and recommend targeted strategies (e.g., campaigns, tools, messages, or interventions) to improve outcomes.

Qualifications

Bachelor’s degree in finance, actuarial science, mathematics, economics, human resources, business administration, or related field; master’s degree or professional designation (e.g., CEBS, ASA, CFA) is a plus.

5+ years of experience in retirement benefits, pension, or closely related fields (benefits consulting, actuarial, financial analysis, or HR analytics).

Working knowledge of U.S. retirement plan rules and regulations, including ERISA, IRS, and DOL requirements; experience with both DC and DB plans preferred.

Experience supporting or partnering on union/collective bargaining topics is valued (e.g., preparing analyses or options for represented populations).

Demonstrated analytical skills, including comfort working with large datasets, spreadsheets, and reporting tools to derive insights and tell a clear story.

Strong written and verbal communication skills, with ability to translate technical concepts into understandable terms for employees and leaders.

Proven ability to manage multiple priorities in a dynamic environment, meet deadlines, and maintain high standards of accuracy.

Proficiency with Microsoft Excel, PowerPoint, and Word; experience with analytics/BI tools and HR systems is preferred.

Skills & Competencies

Analytical & Critical Thinking – Uses data to diagnose issues, identify trends, and evaluate options.

Retirement & Benefits Expertise – Growing subject matter knowledge of DC/DB plan design, administration, and regulations.

Collaboration & Influence – Builds strong working relationships across HR, Labor Relations, Finance, Legal, and external partners.

Detail Orientation & Controls Mindset – Maintains high accuracy and supports robust processes, documentation, and compliance.

Communication & Storytelling – Synthesizes complex information into clear, concise messages tailored to different audiences.

Change & Continuous Improvement – Identifies process improvements, anticipates downstream impacts, and supports implementation.

Cultural & Labor Sensitivity – Appreciates the perspectives of hourly and represented employees and incorporates these into analysis and recommendations

Location: This role is based remotely, but if you live within a 50-mile

radius of Atlanta, Austin, Detroit, Warren, Pontiac, Milford or Mountain View, you are expected to report to that location three times a week, at minimum.

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

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