Top HR Jobs in Ann Arbor, MI

Serve as HR Business Partner for Manheim Detroit, advising leaders on workforce planning, organizational design, union labor relations, employee relations, talent management, and people programs. Lead collective bargaining support, implement People Solutions initiatives across locations, analyze workforce data, and ensure compliance with labor laws and collective bargaining agreements. Provide coaching to leaders and partner with COEs to drive talent strategies and change management.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

As a Senior HR Business Partner, you'll support leaders in managing performance, employee relations, and organizational priorities while contributing to core HR initiatives and building trust across teams.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

The Director, Head of Total Rewards will develop and execute global compensation, benefits, and equity strategies to attract and retain talent. This role involves overseeing total rewards programs, ensuring compliance, and advising senior leadership on compensation matters.

Serve as a senior HR advisor to clients, leading complex employee relations and workplace investigations, advising executives, driving organizational change and workforce planning, developing HR policies and audits, mentoring junior staff, managing large client projects, and expanding client relationships while working onsite several days per week.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Manage multi-client payroll processing (regular, off-cycle, bonuses), ensure multi-state tax and wage-hour compliance, reconcile and audit payroll records, advise clients on payroll policies, support onboarding/terminations and benefits coordination, drive process improvements and system implementations, and provide onsite client support 2–4 days weekly.

Partner with market center leaders to deliver people strategies, manage union labor relations and collective bargaining, lead talent and workforce planning, advise on org design and change, drive HR program implementation, and ensure compliance with labor laws and collective bargaining agreements across multiple locations.

Senior HR Business Partner advising engineering leaders on talent strategy, organizational design, performance management, and change. Partners with COEs to deliver talent planning, development, engagement, compensation, and inclusion initiatives while coaching leaders and using data to measure employee experience.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Supports daily HR operations by maintaining confidential personnel records and HRIS (ADP/Workday); processes applications, onboarding, leaves (FMLA/PMLA), and terminations; generates reports; coordinates training and security badges; ensures compliance with Michigan and federal employment laws and FCRA.

Serve as facility HR leader supporting payroll, time & attendance, HRIS administration, benefits, recruitment, onboarding, employee relations, compliance, OSHA/EEOC reporting, and performance management while partnering with facility leadership and corporate HR.

Provide HR administration and employee support including maintaining personnel records, onboarding, benefits enrollment and open enrollment, leave processing, ADP/HRIS audits, payroll backup, office administration, and general employee/customer service under HR Manager direction.

Lead HR strategy and operations for the Americas, driving organizational transformation, talent and reward strategies, employee and labor relations, and consistent HR service delivery across multiple locations while partnering with regional leadership.

Serve as a strategic HR partner to leaders, advising on talent management, performance, org design, employee relations, investigations, succession planning, compensation, change management, and HR analytics to align people strategies with business goals.

Contract HR & Recruitment role supporting startups: manage sourcing, recruitment, onboarding, and HR processes; build team culture; adapt to fast-paced environments. Equity offered and potential transition to full-time based on performance and investment.

Manage Americas Employee Support profile: respond to HR inquiries via ticketing system, partner with HR functions, support HR systems and upgrades, lead HR projects, and manage full lifecycle of leaves of absence and accommodations ensuring compliance.

Support M&A due diligence by collecting and validating HR data, analyzing compensation and benefits, building workforce and cost models, identifying compliance risks, and preparing executive-ready PowerPoint and Excel deliverables to inform integration and deal decisions.

Lead end-to-end healthcare interoperability implementations, acting as primary technical contact for clients. Design, configure, test, and validate integrations (FHIR, HL7v2, DICOM, REST), coordinate with IT and clinical teams, troubleshoot production issues, create integration documentation and runbooks, improve implementation processes, and collaborate cross-functionally to inform product roadmap and ensure successful deployments and customer outcomes.

Manage HR, IT, and compliance functions, supervise staff, conduct performance appraisals, oversee compliance programs, and develop HR policies. Coordinate IT activities and ensure organizational compliance with laws and regulations.

The HR Administrator manages day-to-day HR operations, ensures legal compliance, maintains personnel records, and coordinates recruitment activities.

The HR Business Partner provides strategic HR support, advises on HR matters, conducts investigations, develops policies, and ensures compliance while building client relationships.