Credit Acceptance is proud to be an award-winning company with local and national workplace recognition in multiple categories! Our world-class culture is shaped by dedicated Team Members who share a drive to succeed as professionals and together as a company. A great product, amazing people and our stable financial history have made us one of the largest used car finance companies nationally.
Our Support teams work with multiple departments in a dynamic environment that promotes flexibility and autonomy, while offering the opportunity to collaborate with a diverse group of professionals. We work to comply with our company standards, exceed customer expectations and drive our Great Place to Work culture. Through the consistent delivery of quality services and understanding the needs of our business, we develop innovative improvements as we strive towards our company’s Big, Hairy, Audacious Goals!
Success in this role requires balancing people, performance, and risk while maintaining a high bar for talent, leadership effectiveness, and organizational health.
Outcomes and Activities:
- This position will work from home; occasional planned travel to our Southfield, Michigan office may be required. However, this position is permitted to work at our Southfield, Michigan office if requested by the team member.
Organizational Effectiveness, Org Design and Transformation
- Acts as a strategic partner and advisor to assigned executive and senior leadership regarding all things people.
- Lead workforce planning, organizational design, and role clarity to support growth and efficiency.
- Monitor organizational health and identify risks related to structure, leadership capability, and talent depth.
- Guide leaders through change, transformation, restructuring, operating model evolution, and technology-driven shifts, including automation, AI, and digital initiatives that impact roles, skills, and workforce planning. Partner with HR Centers of Excellence (COEs) to deliver integrated, business-aligned solutions.
Leadership, Culture and Organizational Health
- Use data to drive key insights that drive actions that produce meaningful outcomes for the business.
- Coach leaders on leadership effectiveness, team performance, and decision-making.
- Provide guidance during periods of change, ambiguity, and increased performance expectations.
- Monitor engagement, retention, and performance trends and drive actions to address gaps.
- Reinforce a culture of accountability, ownership, and strong performance standards.
- Works with leaders and partners across HR functions to ensure a great place to work culture is central to all business outcomes.
Talent and Performance
- Lead talent reviews, succession planning, and development planning in partnership with the Training and Development team.
- Partner with leaders to strengthen talent, address performance gaps, and build leadership capability.
- Support performance management practices that reinforce clear expectations and accountability.
- Collaborate across HR operations, People Support, People Advisors, Talent Acquisition, Training and development, and others to align talent, compensation, and retention strategies.
Employee Relations, Risk and Compliance
- Partner with the People Advisor team (Employee Relations team) on complex team member relations matters, investigations, and performance issues.
- Provide practical guidance to leaders on policy, risk, and employment law.
- Ensure assigned business areas operate in compliance with federal, state, and local regulations.
- Support leaders in making fair, consistent, and well-reasoned decisions.
People Strategies Partnership and Enterprise Initiatives
- Champions HR initiatives throughout the business to drive people-related projects and communications.
- Lead or support initiatives related to organizational effectiveness, talent, and transformation.
- Influence across functions without direct authority to drive outcomes.
- Share best practices to strengthen the People Business Partner model.
Knowledge and Skills:
- Proven ability to effectively interact with all organizational levels and build strong relationships built on trust.
- Exceptional interpersonal and communication skills, both written and verbal; must be an articulate and persuasive communicator.
- Excellent consulting, coaching, change management, OD, and conflict management skills.
- Strong facilitation, consulting and influence skills.
- Ability to work within a virtual team environment.
- Confidence in interacting with and experience working as a trusted advisor to executive and senior management.
- Strong business acumen with a keen aptitude to quickly assimilate new information.
- Demonstrates strong ownership by independently driving work forward, prioritizing effectively, and adapting as priorities and processes evolve in a fast‑paced growth environment.
- Excellent analytical skills and the ability to quickly interpret data, identify trends and recommend multiple solutions.
- Ability to manage multiple conflicting priorities with grace and efficiency.
- Ability to diagnose and successfully develop and implement organizational development strategies at the business area/functional level.
- Use experiences to bring a variety of strategic and practical tools, resources, and experiences that add value to business stakeholders.
- Deep experience in talent planning, leadership development, and being a trusted advisor to the senior leader level.
- Knowledge of federal, state, and local laws, statutes, etc. which govern employment policies and practices.
- Excellent organizational and leadership skills.
- Strategic problem-solving skills, with the ability to understand, interpret and act on information promptly and effectively.
- Open and receptive to ongoing feedback aimed at improving performance.
Requirements:
- Bachelor’s degree in business, HR, related field, or equivalent experience.
- 10+ years of experience in human resources, including a minimum of 7+ years of experience in a business partner capacity supporting a diversity of functional groups.
- Demonstrable experience working in a strategic HR Business Partner model, supporting senior leaders in fast-paced, high-growth, or transformational environments
- Broad understanding of all HR disciplines including organizational development, talent planning, employee relations, talent acquisition, learning & development, and compensation.
- 5+ years of experience working with senior levels of management in the development of strategic initiatives, business plans, and resource planning strategies.
- Experience in building, aligning, and implementing programs and processes to business strategy.
- Proficient user of MS Excel, Word, PowerPoint and HRIS systems.
- Experience supporting multi-state workforces.
Preferred:
- SHRM-CP/SP, PHR/SPHR Certifications.
- Global and/or matrixed organization experience.
Targeted Compensation: $135,000 - $165,000 base salary + an annual bonus plan
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Benefits
- Excellent benefits package that includes 401(K) match, adoption assistance, parental leave, tuition reimbursement, comprehensive medical/ dental/vision and many nonstandard benefits that make us a Great Place to Work
Our Company Values:
To be successful in this role, Team Members need to be:
- Positive by maintaining resiliency and focusing on solutions
- Respectful by collaborating and actively listening
- Insightful by cultivating innovation, accumulating business and role specific knowledge, demonstrating self-awareness and making quality decisions
- Direct by effectively communicating and conveying courage
- Earnest by taking accountability, applying feedback and effectively planning and priority setting
Expectations:
- Remain compliant with our policies processes and legal guidelines
- All other duties as assigned
- Attendance as required by department
Advice!
We understand that your career search may look different than others. Our hiring team wants to make sure that this would be a fit not just for us, but for you long term. If you are actively looking or starting to explore new opportunities, send us your application!
P.S.
We have great details around our stats, success, history and more. We’re proud of our culture and are happy to share why – let’s talk!
Required degrees must have been earned at institutions of Higher Education which are accredited by the Council for Higher Education Accreditation or equivalent.
Credit Acceptance is dedicated to providing a safe and inclusive working environment for all. As part of our Culture of Compliance, we are proud to be an Equal Opportunity Employer and value our culturally diverse workforce. All qualified applicants will receive consideration for employment regardless of the person’s age, race, color, religion, sex, gender, sexual orientation, gender identity, national origin, veteran or disability status, criminal history, or any other legally protected characteristic.
California Residents: Please click here for the California Consumer Privacy Act (CCPA) notice regarding the personal information Credit Acceptance may collect from you.
Play the video below to learn more about our Company culture.
Skills Required
- 10+ years of experience in human resources
- 7+ years of experience in a business partner capacity
- Bachelor's degree in business, HR, or related field
- Experience in strategic HR Business Partner model
- 5+ years of experience working with senior management on strategic initiatives
- Proficient in MS Excel, Word, PowerPoint
- Experience supporting multi-state workforces
Credit Acceptance Corporation Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Credit Acceptance Corporation and has not been reviewed or approved by Credit Acceptance Corporation.
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Fair & Transparent Compensation — Pay is described as competitive and fair for the role, and overall compensation is framed as a clear strength. Total compensation is also positioned as strong relative to comparable employers, reinforcing perceived fairness.
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Strong & Reliable Incentives — Bonuses, profit sharing, and performance-based commission are repeatedly highlighted as meaningful add-ons to base pay. Incentive opportunities are presented as especially attractive in sales and market-facing roles, including uncapped earning potential.
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Healthcare Strength — Health coverage is portrayed as comprehensive, spanning medical, dental, vision, life, and disability protections. Day-one eligibility is emphasized as a differentiator that increases the practical value of the package.
Credit Acceptance Corporation Insights
What We Do
Our people and culture create a positive workplace that drives us to succeed. Working together as a team has resulted in many national workplace awards, including Fortune magazine’s annual “100 Best Companies to Work For” list for 7 consecutive years. We’ve also been named to IDG's Computerworld Best Places to Work in IT-Midsize category for the past five years. Based on 2021 survey data, 92% of our team members believe Credit Acceptance is a Great Place to Work (GPTW). At Credit Acceptance, we are passionate about what we do. Our team members are intelligent, motivated, compassionate people who work hard and know how to have fun. We offer a strong work-life balance with many great benefits that start on day one. We focus first and foremost on striving to make our Company as valuable as possible, because we know it is the core of our success. Our team members are motivated by their desire to “Change Lives,” as well as by their fellow colleagues, Company leaders, competitive compensation, and career advancement opportunities. Loans made or arranged pursuant to a California Finance Lenders Law license.
