Top HR Jobs in Detroit, MI

Serves as a strategic and hands-on HR partner for automotive manufacturing plants and parts depots. Supports hourly and salaried employees, talent management, workforce planning, employee engagement, labor relations, collective bargaining, grievances, compliance, payroll, leave administration, and workplace wellness. Uses HR analytics to guide decisions and leads change initiatives, investigations, contract interpretation, and risk mitigation. Requires onsite plant presence on an assigned evening shift and occasional weekend work.

Leads HR strategy and delivery for a Ford organization, partnering with senior leaders on organizational design, workforce planning, talent management, employee engagement, retention, and large-scale change. Translates business objectives into people strategies, leads talent lifecycle execution, and may manage HR Business Partners. The role requires regular onsite work at Ford’s Dearborn headquarters.

Leads HR strategy, workforce planning, operating model design, governance, and operational readiness for mergers, acquisitions, joint ventures, partnerships, legal entities, and new businesses. Directs cross-functional HR integrations, systems implementations, service agreements, compliance, workforce readiness, change management, and stabilization. Influences senior stakeholders and external providers without direct authority while creating repeatable enablement frameworks and ensuring new businesses can launch and scale effectively.

Leads the global Finance HR strategy, advising executives on workforce planning, organization design, succession, leadership effectiveness, transformation, culture, employee relations, and talent development. Uses workforce analytics and HR dashboards to identify risks and guide interventions. Partners with HR centers of excellence, coaches senior leaders, and supports global talent and capability planning in a complex matrixed organization.

Manage broad human resources activities in a manufacturing environment, including recruitment, onboarding, employee relations, investigations, performance management, compensation and benefits, payroll support, training, audits, compliance, employee communications, and workforce development. The role advises managers, supports employees across shifts, maintains HR records and systems, administers training grants, conducts workplace audits, and promotes fair, consistent application of company policies and labor requirements.

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.

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.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

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.

Perform on-site HR and payroll duties including processing payroll, administering benefits, maintaining personnel records, time & attendance reconciliation, hiring/terminations, compliance with employment laws, generating reports, and supporting expatriate tax filings. Act as facility liaison to corporate HR and provide employee issue resolution and HR administrative support.

Supports HR transformation, talent management, employee experience, onboarding, recruiting, and digital enablement initiatives. Responsibilities include improving HR processes, using AI and automation tools, analyzing workforce data, developing onboarding materials, supporting early-career programs, assisting talent acquisition and employer branding, documenting procedures, and researching emerging HR practices and technologies.

In-person HR interns at a Stellantis manufacturing facility rotate through labor relations, staffing, compliance, onboarding, leave processes, employee support, and engagement. Interns complete meaningful department projects, collaborate across employee levels, and gain exposure to plant-based HR operations, unionized workforces, and automotive manufacturing culture. The internship runs full-time from May through August 2027 in Metro Detroit.

Manages HR, recruitment, onboarding, training, compliance, compensation, benefits, payroll, HRIS data, employee relations, and performance support across multiple clinic locations. Ensures compliance with employment laws and Joint Commission, DEA, LARA, insurance payer, and credentialing requirements. Partners with leadership on workforce planning and talent development, maintains audit documentation, updates policies, supports employees and managers, and oversees benefits vendors and HR operations.

Manage payroll processing in Paylocity, sync payroll data with NetSuite, administer benefits and retirement plans, support leave requests, onboard employees, maintain personnel records, process employee changes, answer payroll and benefits questions, and produce recurring HR reports.

Manage HR functions for clients, including policy development, onboarding, hiring, open enrollment, payroll, benefits, compliance, documentation, and filing. Partner with leadership on strategic plans, support organizational growth and employee development, provide HR training, and ensure employment-law compliance. The role also includes general administrative responsibilities and requires strong communication, organization, leadership, analytical skills, and adaptability.

Partners with business leaders and employees on employee relations, investigations, performance management, succession planning, compliance, training, recruiting support, onboarding, retention, and offboarding. Maintains confidential employee records and case documentation, analyzes HR metrics, supports employment-law matters, develops HR programs, and promotes organizational culture. The role also supports HR projects, trains team members, supervises employees as assigned, and serves as deputy to the National Human Resources Manager.

Own global people operations and employee experience, including HRIS data management, onboarding, performance reviews, payroll, benefits, compliance, reporting, employment documentation, and EOR coordination. Partner with Finance, Legal, IT, Recruiting, Operations, and vendors to build scalable processes. Drive continuous improvement through analytics, AI, and automation while ensuring accurate employee data and effective employee support.

Manage core HR functions across the employee lifecycle, including onboarding, employee relations, performance management, development plans, compliance, policies, records, HR reporting, and employee engagement. Advise employees and managers, support performance review processes, maintain confidential HR data, ensure employment-law compliance, and lead HR initiatives and process improvements.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Owns performance management, total rewards, compensation and benefits, HR compliance, manager enablement, people-process tooling, and team development. The role leads annual and mid-year performance cycles, calibration, pay benchmarking, benefits renewals, multi-state compliance, manager resources, and automation. This player-coach position manages an HR Business Partner and a Total Rewards and People Analytics lead while improving process durability, adoption, efficiency, and organizational scalability.

Owns Launch Potato’s performance management, total rewards, HR compliance, manager enablement, people-process tooling, and HR team development. The role leads annual and mid-year performance cycles, compensation and benefits programs, multi-state compliance, calibration, manager resources, and process automation. This player-coach position manages an HR Business Partner and Total Rewards and People Analytics lead while improving scalable people systems for a growing remote-first organization.

Administer Workday Learning as the business-side owner of learning catalogs, campaigns, enrollments, completions, reporting, compliance evidence, security, and related business processes. Execute annual training programs, automate manual administration, manage eligibility rules and content, support SOX and audit readiness, and escalate complex configuration or integration issues to HR technology teams.

Partners with leadership and operational teams on workforce planning, performance, engagement, recruiting, onboarding, and employee success. Manages high-value client relationships, staffing and turnover reporting, recruiting pipelines, hiring events, and frontline employee selection. Identifies operational improvements, analyzes workforce metrics, conducts root-cause analysis, supports background and drug-test approvals, trains managers, manages confidential information, and conducts wage surveys.

Supports leaders and employees across HR operations, employee relations, recruiting, onboarding, compensation, leave administration, investigations, training coordination, and company programs. Maintains Workday knowledge, prepares employment documentation, conducts exit interviews, supports hearings, and advises the assigned client group on policies and procedures.