Top HR Jobs in Detroit, MI

Senior HR Business Partner advising leaders on workforce planning, organizational design, leadership development, employee relations, and change management. Uses data and HR technology to drive strategic decisions, partners with Centers of Excellence, and mentors less experienced HR staff to deliver enterprise-wide HR solutions.

Partner with Detroit Automotive Hub leaders and employees to deliver HR services across talent, performance, employee relations, HR operations, onboarding/offboarding, workforce planning, and local culture initiatives. Support performance cycles, coordinate hub leadership priorities, and foster engagement and inclusion while ensuring policy consistency, compliance, and accurate HR data and reporting.

Support the Detroit Automotive Hub as an HR partner across employee lifecycle: deliver HR operations, employee relations, performance management, talent support, onboarding/offboarding, compliance reporting, workforce planning, and hub culture initiatives. Collaborate with leaders, Talent Acquisition, and HR partners to improve engagement, development, and operational consistency.

Supports broad HR operations including recruitment, onboarding, student programs, benefits administration, payroll coordination, HRIS maintenance, employee relations, immigration activities, compliance, workplace safety, communications, workforce planning, and organizational development. Maintains confidential employee records and supports HR policies, programs, events, and special projects while partnering with employees, supervisors, Payroll, and other departments.

Support HR team with onboarding, recruitment screening, documentation, and site communications. Maintain confidentiality, handle employee inquiries, track project deadlines, and assist Sr. HR Generalist and Sr. Talent Acquisition Specialist with daily HR tasks.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Serve as a strategic partner to HR Centers of Excellence to design, build, and roll out integrated HR solutions. Lead end-to-end solution buildouts, vendor management, and cross-functional alignment while driving adoption, measuring impact, and continuously improving solutions using data and user feedback.

Provide HR guidance and support to team members, team leaders and managers at Magna Exteriors Brownstown. Handle complaint resolution, corrective actions, investigations, recruiting backup, new-hire orientation and HRIS implementations (Workday/Dayforce). Process tuition reimbursement and unemployment claims, track compliance training, support events, and perform other HR tasks as required.

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.

Serve as a strategic HR advisor partnering with business leaders to drive organizational design, workforce planning, leadership development, complex employee relations, and change management. Use data and HR technology to diagnose issues, co-create scalable solutions with COEs, influence senior stakeholders, and lead enterprise-level HR initiatives across multiple geographies.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

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

Supports corporate HR across recruitment, onboarding, immigration documentation, HRIS administration, payroll, employee relations, reporting, training, engagement, and workplace safety. Processes weekly hourly payroll for the Hazel Park plant and backs up salary payroll. Maintains employee records, handles unemployment correspondence, coordinates surveys and events, supports facility administration, and assists with compliance, investigations, and safety audits.

Leads global HR operations by standardizing policies, governance, employee lifecycle processes, onboarding, recognition, and other employee experience programs. Partners with HR leaders, Centers of Excellence, HRIS, transformation, and shared services teams to improve processes, automation, data quality, and service delivery. Manages vendors, budgets, projects, metrics, organizational integrations, and executive communications while coaching geographically dispersed HR teams.

Serve as primary HR contact for assigned business units, advising on employee relations, compensation, benefits, talent management, succession planning, training, and policy interpretation. Analyze data, implement HR solutions, mentor colleagues, coordinate programs and projects, and support moderate-to-high risk associate relations issues.

Serve as a strategic HR partner to mid‑to‑senior leaders for a Diagnostic Lab JV in Southfield, MI. Translate business plans into talent and org plans, drive succession planning, change management, performance and culture, recruit senior talent, and coordinate with HR Centers of Excellence and Service Centers. Hybrid role with field support across eastern Michigan.

Provides broad HR support focused on employee and labor relations, policy interpretation, workplace investigations, conflict resolution, corrective action, performance management, compensation, merit pay, employee progression, and professional development. Maintains performance and development plans in the HRIS, advises employees and leadership, and communicates policy and process information. The role also collaborates with employees, unions, management, and cross-functional teams.

Support US student recruitment end-to-end (requisitions, postings, screening, interviews, offers); complete I-9s; update new-hire orientation; document HR processes; assist student events and engagement committee; support AI implementation and other projects.

The HR Business Partner supports assigned functional groups through employee relations, coaching, workforce planning, onboarding, offboarding, compliance, HRIS administration, compensation and benefits processes, talent management, and organizational change. The role partners with business leaders on people strategies, facilitates core HR activities, maintains confidentiality, and contributes to special HR projects. This is an onsite position at Dauch’s Detroit headquarters.

Provide administrative and operational HR and EHS support including onboarding, recordkeeping, training coordination, safety inspections, incident reporting and investigations, regulatory compliance, PPE/inventory management, SDS maintenance, and employee engagement initiatives in a manufacturing environment.

Manage full-cycle recruiting and candidate experience across multiple business units: source, screen, schedule interviews, conduct reference checks, negotiate offers, and onboard new hires. Maintain job postings and ATS (JazzHR), provide weekly recruiting updates, build talent pipelines, attend recruiting events, and advise on industry trends and compensation.

Provide end-to-end HR support on third shift including compliance with FMLA/EEOC/ADA, HRIS recordkeeping, employee relations, investigations, onboarding and offboarding, reporting and dashboards, training support, process improvement, and coordinating employee engagement and plant welfare activities.

Supports day-to-day HR operations across recruitment, onboarding, benefits, leave administration, performance management, employee relations, compliance, engagement, and policy implementation. Maintains employee records and Paycom HRIS data, prepares reports, reconciles benefit invoices, supports employment law compliance, and assists with resolving employee concerns. Works independently with leadership and employees while maintaining confidentiality, handling multiple priorities, and participating in safety initiatives.

Provides strategic and hands-on HR partnership to the U.S. Sales organization. Advises leaders on workforce planning, organizational design, talent development, performance management, employee engagement, change leadership, and employment compliance. Leads complex employee relations matters, investigations, disciplinary processes, absence management, and exits. Uses workforce insights to improve retention and effectiveness, collaborates with HR functions, supports policy and program development, and participates in employee recognition initiatives.