Top Senior HR Jobs in Detroit, MI

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.

Partners with engineering leaders and employees on workforce planning, talent management, performance, employee relations, compensation, organizational change, engagement, and HR compliance. Maintains Workday data, monitors workforce metrics, supports recruiting and onboarding, and collaborates with HR Centers of Excellence across U.S. engineering centers. The role requires sound judgment, confidentiality, coaching, data-driven decision-making, and travel to U.S. sites up to 25%.

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.

Manage timekeeping review, backup payroll processing, Workday payroll administration, payroll tax compliance, reconciliations, reporting, and employee data updates. Partner with HR, Finance, IT, Manufacturing, and vendors to resolve payroll issues, support audits, train managers, and improve payroll workflows. Lead Workday payroll initiatives, testing, documentation, change management, and implementation-related projects while protecting confidential information and ensuring accurate, compliant multi-state payroll delivery.

Supports plant HR operations including recruiting, onboarding, payroll, benefits, employee relations, investigations, compliance, reporting, and engagement. Coordinates EHS training, incident investigations, inspections, emergency procedures, environmental reporting, hazardous waste, recycling, and ISO 14000 activities. Advises managers and team members, maintains confidential records, supports regulatory compliance, and drives timely follow-through across HR and safety programs.

Supports corporate HR operations across multiple locations, including employee relations, leave administration, HR systems, workforce reporting, learning and development, onboarding, and policy administration. Manages FMLA, ADA, disability, military, and state leave programs; maintains HR data integrity; supports UKG systems; creates training materials; resolves employee and manager questions; and contributes to HR projects, process improvements, and compliance initiatives.

Partners with firm leaders and employees to deliver strategic HR programs across a global workforce. Advises on performance management, talent reviews, succession planning, employee relations, investigations, compensation, compliance, organizational change, and retention. Uses people data and business metrics to guide decisions, maintains HR transactions in Workday, supports audits and policy development, and improves scalable HR processes. Coaches leaders and collaborates with Talent Acquisition, Compensation, Learning and Development, and other HR functions.

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.

Lead the HR function for a manufacturing facility, partnering with plant leadership and frontline employees. Responsibilities include employee relations, investigations, performance management, recruiting, onboarding, workforce planning, retention, succession planning, HR operations, compliance, workforce analytics, leader coaching, and process improvement. The role is on-site in Fraser, Michigan, requires plant-floor presence across shifts, and may involve occasional local or regional travel.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

Leads HR and Employee Relations professionals while advising senior leaders on workforce strategy, organizational design, talent management, employee relations, succession planning, change management, and organizational effectiveness. Uses workforce analytics and business insights to guide staffing, risk mitigation, engagement, retention, and leadership decisions. Partners with HR Centers of Excellence to implement enterprise programs and ensure compliant, consistent people practices across a complex global organization.

Provides expert colleague relations guidance to healthcare leadership and employees. Manages complex workplace investigations, complaints, performance and disciplinary matters, fitness-for-duty and accommodation issues, and problem resolution processes. Advises on employment law, compliance, risk mitigation, and consistent policy application. Analyzes colleague relations data, develops remediation plans, supports organizational changes and mergers, delivers training, and promotes fair, positive workplace practices.

Leads the HR function for a growing, multi-state veterinary company. Responsibilities include HR strategy, M&A due diligence and onboarding, talent acquisition, employee relations, compensation, benefits, payroll, learning and development, compliance, and employee engagement. The director will build the HR team, establish scalable processes, manage vendors and benefits programs, develop hiring pipelines, implement AI tools, and support senior leadership initiatives.

Supports HR operations for employees across multiple states, with a primary focus on California. Responsibilities include employee relations, onboarding, training, performance management, investigations, policy implementation, HRIS reporting, handbook maintenance, and compliance with employment and benefits laws.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.

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.

Provides strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Build and maintain a pipeline of senior HR executives for interim, fractional, and full-time engagements. Target leaders who develop enterprise HR and people strategies, oversee talent management, shape culture and employee experience, lead organizational design and transformation, ensure HR compliance, and partner with CEOs and boards. Candidates should have extensive HR leadership experience, executive presence, and the ability to drive human-centric, AI-enabled workforce strategies across industries.