University Students : Careers : GE
In GE's Human Resources Leadership Program people are gaining real-world business experience, contributing to GE businesses and getting in line for HR leadership rolesacross the company.
GE’s Human Resources Leadership Program (HRLP) is well-equipped to develop and challenge you. The program is a combination of GE’s renowned leadership development, and our belief that people and HR is our competitive advantage.
Since 1953, HRLP has created countless generations of HR leaders at GE. The program continues today and still focuses on taking talented people, providing them with globally diverse challenging experiences, and developing them into world-class HR leaders.
GE is recognized as #1 for leadership development.* You will gain core HR competencies, global leadership skills and business acumen through comprehensive training by expert instructors and other HRLP members at 4 seminars (2 U.S.-based, 2 non-U.S.-based).
While working on strategic people issues, you will work alongside and gain exposure to GE executives and senior HR leaders. You will develop a strong professional network and gain important relationships that will help develop your career.
HR in GE has strong sponsorship of the chairman, and plays a strategic role in the Company. You will work from day one with real people and organizational issues that matter in a complex multi-industry, global company.
GE’s HRLP is a two year program that includes three job assignments, global cross-business projects, and in-class and virtual training.
The program is divided into three eight-month rotations, with assignments in areas including: HR generalist, employee relations, or specialist roles such as compensation and benefits, staffing, or organizational design. You may choose to undertake a cross-functional assignment in an area such as finance or operations, or even choose to specialize in compensation, benefits and healthcare during your entire time on program.
Your experience will be unique and personalized based on personal, development and business needs.
During each rotation you will be working in a job focused on important business challenges that will make a difference. By placing you in a real job you will have responsibility immediately, empowering you to make a strategic impact on the people and organization side of GE.
GE is a recognized world-class leader in corporate and employee training multi-industry, global company. Therefore your development is a critical component of the HRLP program, with three key areas:
Core HR skills, including coaching, assessment skills, conducting investigations, and compensation.
Critical skills, including facilitation, change management, and presentation.
Training will occur frequently throughout your two years on program, but one of the cornerstones of the HRLP experience is the four global, week-long seminars. During the seminars you will work closely with your nearly 100 HRLP peers from around the world, in partnership with senior HR and business leaders, participating in formal learning, business simulations, and community service activities.
In addition to your rotations and formal training, you will participate in a business critical, cross-business project with a global HRLP team, join roundtables with senior HR leaders, have opportunities to serve as a mentor to future HRLPs, and take on leadership roles in initiatives impacting future HRLP generations.
Given the vast global presence of GE, demands of the business do provide opportunities for HRLPs to complete international rotations. In the last year, HRLPs completed international assignments in Brazil, China, South Africa, the United Kingdom, the United Arab Emirates (Dubai), the United States, and Vietnam.
Just as the individual experiences of every HRLP on program will vary based on individual goals and aspirations, the roles that HRLPs take once they graduate are as equally varied. Whether the role is generalist or specialist, working in a manufacturing site or a corporate office, one thing is certain — through HRLP you will have built the skills required to take on a role with important responsibilities.
Assist in the design, development and review of compensation, benefits and healthcare strategies that align employees with the company's employment philosophy. Areas of learning would include: