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.

Provides strategic HR partnership to business leaders, advising on people and culture issues, talent planning, performance management, rewards, organization design, and change management. Leads HR program advocacy, workforce planning, succession planning, and employee experience initiatives while collaborating with senior leaders and HR centers of excellence. Uses data, communication, coaching, and influence to align HR strategies with business objectives.

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.

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.

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.

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.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Manage HR processes for a long-term construction project, including employee relations, EEO and OFCCP compliance, talent acquisition support, onboarding programs, wellness initiatives, training, labor postings, substance abuse testing, and investigations. Serve as an HR advisor to project supervisors, employees, and corporate HR while promoting inclusion, confidentiality, and a productive workplace.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Manage day-to-day benefits administration for ~100 employees, including health, dental, vision, life, disability, COBRA, retirement, and wellness programs. Serve as liaison to vendors/brokers, lead Open Enrollment and renewals, handle benefits-related HRIS/payroll updates, support recruitment/onboarding, oversee payroll change reports, PTO tracking, workers' compensation coordination, and support employee wellness initiatives.

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

Participate in a paid, remote interview about your SMB’s payroll and HR software stack. Discuss administrative workflows, employee data and compensation management, software features, integrations, usability, competitor platforms, and challenges faced by SMB HR teams. Participants should be active HR, payroll, operations, or business professionals with direct experience evaluating, implementing, or administering HR and payroll systems.