Top HR Jobs in Ann Arbor, MI

Drive HR strategy across recruitment, employee relations, compliance, performance management, organizational change, and employee development. Advise leadership and managers, oversee investigations, staffing, onboarding, retention, payroll, benefits, claims, HRIS maintenance, and communications. Lead direct reports, participate in labor relations and enterprise initiatives, manage budgets, and ensure compliance with employment laws, equal opportunity requirements, and company policies.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Configure and support Workday Core HCM termination and offboarding processes, including business process routing, approvals, security, notifications, reporting, and integrations. Troubleshoot complex employee separation scenarios and downstream impacts on payroll, benefits, time tracking, security, and recruiting. Partner with HR, Payroll, Benefits, IT, and Security teams, perform testing, support production escalations, and assess Workday release functionality.

Configure and support Workday Core HCM, Personal Information, business processes, EIBs, employee documents, reporting, and calculated fields. Lead HR data migration, conversion, validation, reconciliation, mass updates, troubleshooting, testing, release assessments, and production support. Partner with HR, Payroll, Recruiting, Compensation, IT, and other stakeholders to deliver scalable Workday solutions and maintain data integrity.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

The Director of HR Business Partnering serves as the strategic HR advisor to senior leadership for a geographically dispersed field and school organization. Responsibilities include workforce planning, succession, talent management, leadership development, employee engagement, organizational effectiveness, change leadership, employee relations, compliance, and coaching executives. The role leads HR support resources, uses workforce analytics to guide decisions, manages complex employee relations matters, and aligns people strategies with business objectives. Approximately 20% travel is expected.

Leads an assigned Human Resources division for the City of Ann Arbor, overseeing strategy, operations, budgets, staff development, vendors, and service delivery. Provides senior consultation on employee and labor relations, investigations, grievances, organizational challenges, workforce initiatives, policy implementation, and risk management. Supervises divisional staff and partners with the HR and Labor Relations Director to advance City workforce priorities and organizational effectiveness.

Leads the Employee Experience Center of Excellence, overseeing employee relations, engagement, performance management, workforce planning, HR processes, service standards, and team supervision. Partners with HR and business leaders to improve employee lifecycle programs, ensure policy and regulatory compliance, manage escalated employee matters, and use workforce data and feedback to enhance organizational effectiveness. Provides guidance on HR topics, supports compensation and performance processes, and collaborates with HRIS, payroll, benefits, talent acquisition, and learning teams.

Provides broad HR support in a manufacturing environment, including employee relations, recruiting, onboarding, performance management, training coordination, HRIS and personnel records administration, workforce analytics, compliance, benefits guidance, employee communications, engagement, and leader coaching.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Leads enterprise-wide workplace inclusion, employee engagement, and community strategies. Advises senior leaders, oversees Employee Resource Groups, develops diverse talent pipelines, coordinates engagement events, partners with community organizations, and uses workforce analytics to measure program effectiveness. The role also supports inclusive leadership, succession planning, employee development, regulatory compliance, and fair lending initiatives while establishing governance, metrics, and accountability across the organization.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

The Director of Human Resources leads HR operations, strategy, and a multidisciplinary team across a growing multistate organization. Responsibilities include HR technology and analytics, benefits and compensation, HR business partnership, employee relations, compliance, workforce initiatives, leadership development, and process improvement through AI and automation. The role advises executives, oversees vendors and budgets, supports employee investigations, and ensures compliance with employment laws.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

Provides administrative and HR support, including calendar management, meeting and event coordination, inbox monitoring, data entry, filing, billing support, office supply ordering, onboarding and offboarding, employee record maintenance, recruitment coordination, training support, and confidential information handling.

Provides strategic and day-to-day HR support to client organizations, advising leaders on employee relations, performance management, compliance, investigations, recruiting, onboarding, and development. Develops policies and handbooks, conducts HR audits, supports process improvements, and builds client relationships. Requires local travel to client sites 2–4 days per week.

Leads human resources operations across the employee lifecycle, including payroll, benefits, personnel records, compliance, recruiting, hiring, onboarding, employee relations, professional development, and offboarding. Supervises a Recruiting and Onboarding Coordinator, manages HR systems and policies, supports staff culture, and improves organizational workflows. This is a full-time remote role for a Michigan-based candidate requiring occasional evenings, weekends, and in-person meetings, plus support raising for salary and expenses.

Serve as a strategic HR advisor to senior leaders across Corporate Functions, guiding workforce planning, talent strategy, succession, organizational design, leadership effectiveness, change management, budgeting, and complex employee relations. Partner with HR teams, Legal, Finance, and corporate executives to align people priorities with business objectives, use workforce analytics for decision-making, and proactively address organizational risks and opportunities.

Own full-cycle recruiting across the company, including sourcing, screening, hiring-manager partnership, offers, recruiting metrics, and employer branding. Manage key HR operations such as preboarding, onboarding, offboarding, HRIS records, employee support, reporting, and process improvements. Coordinate with IT, Finance, leadership, and hiring managers while maintaining confidentiality and delivering a strong candidate and employee experience.

Partners with global GTM leaders and the Chief Revenue Officer on organizational design, talent planning, leadership coaching, performance management, succession, engagement, change management, and development. Uses people analytics and AI-native tools to support decision-making while maintaining strong data governance. Collaborates with Talent Acquisition and Compensation on hiring strategies, incentive design, and total rewards. Champions an inclusive, high-performance culture across a scaling SaaS organization.

Supports HR Operations processes, tools, and services; leads continuous improvement, root cause analysis, controls, quality assurance, metrics, dashboards, and process enhancements. Partners cross-functionally to improve employee experience and operational performance, manages knowledge resources, develops work plans and roadmaps, and handles sensitive HR information. The role also supports HR service center case management and requires strong organization, communication, analytical, and project management skills.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

Leads global HR operations across the UK, USA, and Asia, managing shared services, payroll, benefits, employee lifecycle processes, HR policies, HR systems, people analytics, and governance reporting. The role partners with senior HR stakeholders, supports compensation and benefits cycles, delivers board-level insights, and drives an efficient, data-informed employee experience.