Human Resources Manager Jobs in Michigan

We are seeking a Senior Human Resources Generalist with a minimum of 5 years of experience to manage compliance, benefits, and HR policies while supporting recruitment and employee relations. Must Haves / Mandatory: Extensive knowledge of employment laws and best HR practices Extensive Payroll Experience Extensive benefits, enrollment, and onboarding etc. Proficiency in using HR information and talent management systems Attention to detail, great organizational skills, and the ability to multitask Nice to Have / Preferred: Certifications in human resources management (SHRM-SCP or SPHR) Multistate compliance experience, including California or New York Bachelor's degree in Human Resources, Business Administration, or a related field Qualifications: Proven ability to work in a changing, fast-paced environment and manage multiple priorities Advanced knowledge of EEO, FMLA, ADA, FLSA, OSHA, Workers Compensation, DOL, EEOC, and other related Federal & State laws Working knowledge of multiple human resource disciplines including wage and hour regulations, compensation practices, performance management, benefits, payroll, and more Proficient knowledge and use of Microsoft Excel, Word, PowerPoint, and Outlook Responsibilities: Maintain compliance for all records, files, and programs including COBRA, HIPAA, FMLA, ADA, ACA, and Workers Compensation Serve as the primary point of contact for all Health and Welfare benefit activities Conduct benchmarking and analysis to maintain competitive benefit programs, including managing broker activities for renewal, plan design changes, communication to employees Administer all State Specific Leave of Absence Programs, including FMLA and short-term, long-term disability programs Support HR administrative tasks as necessary, including processing payroll, managing employee records, organizing workshops, etc. Benefit offerings may include medical, dental, vision, term life insurance, short-term disability insurance, additional voluntary benefits, commuter benefits and 401K plan. The program provides employees the flexibility to choose the type of coverage that meets their individual needs. Available paid leave may include Paid Sick Leave, where required by law; any other paid leave required by Federal, State, or local law; and Holiday pay upon meeting eligibility criteria. Equal Opportunity Employer/Veterans/Disabled, to read our Candidate Privacy Information Statement, which explains how we will use your information, please visit: ************

Austin, Chicago, Minneapolis, San Francisco, Michigan Homeward is rearchitecting the delivery of health and care in partnership with communities everywhere, starting in rural America. Today, 60 million Americans living in rural communities are facing a crisis of access to care. In the U.S. healthcare system, rural Americans experience significantly poorer clinical outcomes. This trend is rapidly accelerating as rural hospitals close and physician shortages increase, exacerbating health disparities. In fact, Americans living in rural communities suffer a mortality rate 23 percent higher than those in urban communities, in part because of the lack of access to quality care. Our vision is care that enables everyone to achieve their best health. So, we're creating a new healthcare delivery model that is purpose-built for rural America and directly addresses the issues that have historically limited access and quality. Homeward supports Medicare-eligible beneficiaries by partnering with health plans, providers, and communities to align incentives - taking full financial accountability for clinical outcomes and the total cost of care across rural counties. As a public benefit corporation and Certified B Corp, Homeward's mission and business model are aligned to address the healthcare, economic, and demographic challenges that make it challenging for rural Americans to stay healthy. Our Homeward Navigation platform uses advanced analytics to connect members to the right care and local resources that address social determinants of health and improve holistic health outcomes. Since many rural communities lack adequate clinical capacity, Homeward also employs care teams that supplement local practices and reach people who cannot otherwise access care. Homeward is co-founded by a leadership team that defined and delivered Livongo's products, and backed most recently by a $50 million series B co-led by Arch Ventures and Human Capital, with participation from General Catalyst for a total of $70 million in funding. With this leadership team and funding, Homeward is committed to bringing high-quality healthcare to rural communities in need. The Opportunity Join us in tackling healthcare for rural America! We're seeking a Senior Human Resources Business Partner, who is passionate about having a positive societal impact and using technology for good-solving issues of health inequity for communities that have been perennially underserved. As the first Senior People Partner (HRBP) at Homeward, you will have the opportunity to influence the People function and impact Homeward's future. You will partner and embed yourself into the business, provide counsel and resolve people, organization and business challenges with a knowledgeable and pragmatic approach. You will serve as a trusted advisor to leaders, coach managers and employees and implement scalable solutions that support our evolving business needs. You understand how to balance Homeward's needs with the needs of our teams and individuals. You are not afraid to roll up your sleeves to take action, make informed decisions and do things differently. The role reports to our Head of People. This is a hybrid role with some requirement to be on-site, so you must be within commuting distance of one of our hubs: Minneapolis, Michigan, Austin, Chicago, or the San Francisco Bay Area. What You'll Do As a key member of the People team, drive program and policy creation and execution, refine our approach to talent management and development. Become a trusted advisor to business leaders and their teams, understanding their priorities and translating them into effective people strategies. Provide HR expertise in talent management, employee relations, policy & compliance, compensation and benefits, employee communications, organisation structure and change management. Apply HR expertise to drive informed decisions, leveraging data-driven insights. Stay ahead of the pulse of the business, fostering a mission-aligned, high performing and values-driven culture. Collaborate with other People team members and cross-functional partners to create people programs and drive business outcomes. What You Bring 10+ years of HR experience in fast-paced environments, with a passion for being hands-on and making a real impact. Experience in start ups and scaled companies; healthcare or value-based care experience is preferred. Proven ability to build strong partnerships with the teams you support, where your expertise is sought after and valued. A track record of developing leaders who build engaged and high-performing teams. Comfortable working independently and proactively identifying potential challenges before they become problems. Straightforward and actionable communication style, with a focus on simplicity and clarity. Strong data-driven decision-making skills with the ability to influence and inspire stakeholders. Think strategically while remaining practical and hands-on in execution. Exceptional at implementing talent initiatives, policies and programs across a variety of disciplines. Deep expertise in employment laws, HR compliance and risk mitigation. What Shapes Our Company Deep commitment to one another, the people and communities we serve, and to care that enables everyone to achieve their best health. Compassion and empathy. Curiosity and an eagerness to listen. Drive to deliver high-quality experiences, clinical care, and cost-effectiveness. Strong focus on sustainability of our business and scalability of our services to maximize our reach and impact. Nurturing a diverse workforce with a wide range of backgrounds, experiences, and points of view. Taking our mission and business seriously, but not taking ourselves too seriously-having fun as we build! The base salary range for this position is $120,000 - $160,000 annually. Compensation may vary outside of this range depending on a number of factors, including a candidate's qualifications, skills, location, competencies, and experience. Base pay is one part of the Total Package that is provided to compensate and recognize employees for their work at Homeward Health. This role is eligible for an annual bonus, stock options, as well as a comprehensive benefits package. At Homeward, a diverse set of backgrounds and experiences enrich our teams and allow us to achieve above and beyond our goals. If you have yet to gain experience in the areas detailed above, we hope you will share your unique background with us in your application and how it can be additive to our teams. Homeward is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Homeward is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. Apply for this job * indicates a required field First Name * Last Name * Email * Phone * Resume/CV * LinkedIn Profile Were you referred by a Homeward employee? If so, please list your referrer. #J-18808-Ljbffr

Danobat, leader in the design and development of advanced manufacturing solutions, is looking for a Finance / HR Manager for its U.S.A. company Delta Wheel Truing Solutions. ****************************************** Responsibilities and Duties: Process Payroll and Maintain Employee Files - QuickBooks weekly payroll and ensure employee information is kept private. Transactions accounts management - Overseeing all financial transactions, including issuing payments, collecting debts, reconcile and verify ledgers, submit monthly reporting. State and Federal Reporting - Submit and pay taxes weekly, monthly, quarterly and yearly. Assist in Inventory - Process Inventory builds and assist in Bill of Materials of Inventory items. Backup other accounting and office tasks: Available to assist with additional accounting and various office needs when required. Requirements: Knowledge of accounting and inventory and proven experience in accounts management. Bachelor´s degree in Associate´s in Accounting, Business Administration, Finance, or experience in a related field. Proficiency in Microsoft Office, particularly Excel and Word Strong Interpersonal skills to work with people Strong analytical skills and attention to detail. Ability to work as part of a team. What We offer: $18 - $25 per hour, determined by education and experience. Bonuses upon achievement of goals (up to $3,000). Company-paid medical insurance. Personal time, holiday pay and earned vacation. Full-time (Monday- Friday) position From 7am to 3:30pm with two breaks (15mins) + lunch time (30 mins) Professional growth opportunity. Being part of international projects.

Dura-Shiloh is inspired to play a lead role in advancing safe, sustainable, and innovative mobility. Our Agile focus on product innovation and process efficiency builds expertly crafted lightweight products and mechatronic systems that deliver superior function and value. Success is only created through the well-being of our customers, our people, and our plant. Our world continues to become more connected with mobility at the forefront of innovation. As vehicles transform to lightweight and electric platforms, Dura-Shiloh will continue to inspire and lead. To learn more about our company, visit durashiloh.com Our benefits include bonuses; healthcare; insurance benefits; retirement programs; paid time off plans; family and parenting leaves; tuition reimbursement; service and performance awards as well as various social and recreational activities. Who we want: Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, data, and insights to drive continuous improvement. Business-oriented evaluators. People who effectively interpret information to demonstrate the effects of business initiatives, regulations, management, and leadership teams. Summary: We are seeking a highly motivated, analytical, and process-driven HR Generalist to join our corporate HR team. This position will provide vital support for various HR functions, including talent acquisition, employee relations, HRIS and benefits. The ideal candidate will also support the execution of company-wide HR programs and initiatives. Essential Duties and Responsibilities include the following: Interpret and explain HR policies and procedures, laws/regulations to managers and employees; advise managers in employee relations matters Provide support for talent acquisition, pre-employment, onboarding and orientation activities Process employee information in HRIS and other systems; manage and maintain employee records, reports and employee files to meet government and company standards; conduct periodic audits to ensure integrity of HR data Generate reports, provide detailed analysis on key metrics and areas of opportunity, and develop and deliver presentations for management Assist with benefits administration including benefits enrollment Support the implementation of company-wide HR programs and initiatives including, but not limited to: performance management programs, training and development programs, talent review programs, merit and incentive planning, and employee engagement activities Other duties as assigned Supervisory Responsibilities None Education and/or Experience Bachelor's Degree in Human Resource Management, or a related field (or equivalent experience) 3-5 years of experience in HR or a related role HR certifications a plus Skills and Abilities Knowledge of employment law and regulations and HR processes and programs Ability to effectively communicate both orally and in writing at all levels of an organization Strong analytical skills Proficiency with HRIS systems and Microsoft Office (Excel, Word, PowerPoint) Experience with UKG HRIS is a plus Process-driven approach to work Strong interpersonal skills Excellent organizational skills and attention to detail Ability to manage and prioritize multiple tasks; adapt to changing priorities Ability to maintain confidentiality Working Conditions Full-time, office-based position (remote flexibility 2 days/week) Prolonged periods of sitting at a desk and working on a computer May need to lift 15 pounds at times Occasional travel may be required What you will enjoy: Culture that supports teamwork to deliver results. Workplace where teams care about each other and your voice is heard. Learning and development opportunities. 401(k) program with 4% company match Dental insurance Employee assistance program Health insurance Health savings account Life insurance Paid time off Parental leave Relocation assistance Retirement plan Vision insurance Equal Employment Opportunity Dura-Shiloh is an Equal Opportunity and Affirmative Action Employer. Shiloh is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job related reasons regardless of race, ethnicity, color, religion, sex, sexual orientation, age, national origin, disability, gender identity, genetic information, veteran status, or any other status protected by law.

The Payroll Specialist plays an important role in ensuring that employees are paid accurately and on time while also ensuring compliance with relevant regulations and company policies. They are essential for maintaining employee satisfaction and trust in the organization. Given the sensitive nature of the HR and financial data, maintaining confidentiality is crucial. This role must adhere to strict ethical standards and ensure the security of our company's data. Job Responsibilities · Processing Payroll: The primary responsibility of a payroll specialist is to process payroll for employees. This involves calculating wages, deductions, bonuses, and overtime accurately based on timekeeping records and company policies. · Maintaining Payroll Records: Responsible for maintaining accurate and up-to-date payroll records for all employees. This includes keeping track of hours worked, salary rates, tax withholding information, record of employment, and any other relevant data. · Compliance with Regulations: Payroll specialists ensure compliance with federal, state, and local payroll tax regulations. They stay up to date with changes in tax laws and regulations to ensure that the company remains compliant. · Handling Employee Inquiries: They address employee inquiries related to payroll, including questions about paychecks, deductions, and taxes. They may also assist employees with setting up direct deposit accounts or making changes to their tax withholding status. · Generating Reports: Payroll specialists generate various payroll-related reports for management and accounting purposes. These reports may include payroll summaries, tax reports, and wage and hour reports. · · · Coordinating with HR and Accounting: They work closely with the HR department to ensure that employee information is accurate and up to date. They also collaborate with the accounting department to reconcile payroll accounts and ensure accuracy in financial records.

About the Organization A leading nonprofit healthcare organization is seeking a Vice President of Human Resources to provide strategic HR leadership across multiple business functions, including health insurance, medical care, research, and education. This role is essential in shaping people strategies, driving engagement, and ensuring the alignment of HR initiatives with organizational goals. Position Overview The Vice President of Human Resources is a senior leadership role, reporting to the Chief People Officer. This individual will be responsible for leading HR Centers of Excellence (COEs), developing and implementing workforce strategies, and serving as a strategic HR business partner to key executives. The VP will oversee talent acquisition, organizational effectiveness, and employee engagement functions to support business growth and a high-performance work culture. Key Responsibilities HR Strategy & Leadership (40%) Develop and implement HR strategies that align with the organization's long-term business goals. Provide executive-level leadership in HR Business Partnering, Talent Acquisition, and Employee Engagement. Partner with business leaders to drive HR initiatives that support organizational growth and transformation. Serve as a trusted advisor to executives on workforce planning, leadership development, and strategic HR matters. HR Business Partnering (20%) Oversee and support a team of HR Business Partners, ensuring effective collaboration with executive leadership. Assess workforce performance gaps and develop succession planning strategies. Implement HR policies that promote compliance, consistency, and inclusivity across the organization. Talent Management & Organizational Development (20%) Lead programs focused on employee engagement, workforce retention, and leadership development. Oversee internal consultants who design and implement initiatives to improve the employee experience. Drive strategic workforce planning efforts to meet evolving business needs. Talent Acquisition (20%) Oversee recruitment strategies to attract top talent across various business divisions. Ensure hiring processes align with diversity, equity, inclusion, and belonging (DEIB) initiatives. Partner with marketing teams to enhance employer branding and recruitment outreach. Qualifications & Requirements Education: Bachelor's degree in Human Resources, Business Administration, or a related field required (Master's preferred). Experience: 10+ years of progressive HR leadership experience, including 5+ years in a strategic HR leadership role. Proven experience managing senior HR professionals in COE or HR Business Partner roles. Experience leading large-scale organizational change initiatives. Strong knowledge of HR processes, workforce planning, talent acquisition, and employee engagement strategies. Skills & Competencies: Exceptional strategic thinking and leadership abilities. Ability to drive HR transformation and workforce optimization. Strong analytical skills with the ability to interpret complex HR data. Excellent executive communication and stakeholder management skills. Compensation & Benefits Salary Range: $127.73 - $191.59 per hour (compensation based on experience, skills, and internal equity). Comprehensive Benefits Package, including: Health, dental, and vision insurance Paid time off 403B retirement savings plan Professional development opportunities Career growth potential in a mission-driven organization Work Schedule & Location Full-time, Monday-Friday (Day Shift) Based in corporate headquarters (Hybrid work options available) Application Process Qualified candidates are encouraged to apply via the organization's job portal. This organization is an equal opportunity employer, committed to fostering a diverse and inclusive workplace. Employment decisions are made without regard to race, gender, age, disability, or other protected classifications. Join a team dedicated to advancing healthcare, improving workforce strategies, and shaping the future of HR leadership. Apply today!

Administration/Director Date Available: ASAP Human Resources Director Position Summary The Human Resources Director will help lead a strategic transformation of HR policies and practices to strengthen OAISD's ability to Learn, Serve, and Lead. This role will focus on developing a structured, efficient, and legally compliant HR framework that enhances workforce effectiveness and supports the District's long-term success. With a strong emphasis on compensation and benefits, the HR Director will ensure that salary structures, benefits programs, and workforce strategies are competitive, sustainable, and aligned with the needs of OAISD employees. This position is key to fostering a collaborative and supportive work environment that enables staff to focus on serving students and the community. This position reports to the Assistant Superintendent of Human Resources. Essential Responsibilities Key functions of this position include, but are not limited to: HR Strategy & Policy Development Leads the transformation of HR policies and procedures to improve organizational effectiveness. Establishes best practices across all HR functions to enhance clarity, consistency, and compliance. Develops and implements workforce strategies that support OAISD's mission to Learn, Serve, and Lead. Compensation & Benefits Systems Designs and administers competitive and sustainable salary structures that attract and retain high-quality employees. Leads efforts to improve the district's benefits programs, ensuring they meet employee needs while remaining cost-effective. Negotiates plan design and administrative fees with third-party benefits administrators. Talent Acquisition & Workforce Development Develops clear, structured hiring processes to attract and recruit top-tier professionals. Implements professional development initiatives that help employees grow within the district. Employee & Labor Relations Assists with contract negotiations and ensures consistent administration of collective bargaining agreements. Provides guidance to supervisors and administrators on HR policies and workplace expectations. Investigates and resolves employee concerns while maintaining a professional and solutions-focused approach. HR Systems & Compliance Ensures compliance with state and federal employment laws, including FLSA, ADA, FMLA, and Title IX. Oversees HR technology systems (HRIS) to improve efficiency in workforce management. Establishes clear processes for tracking and managing employee data. Workplace Culture & Employee Support Promotes a collaborative and professional work environment where employees feel valued. Develops programs that support staff well-being and encourage engagement in OAISD's mission. Budget & Financial Oversight Assists in the development and management of the HR budget, ensuring responsible financial oversight of compensation, benefits, and HR operations. Other Duties as Assigned Performs additional functions that support the district's HR strategy and operational goals. Qualifications Education & Experience: Master's degree in Human Resources, Public Administration, Business Administration, or a related field preferred. Minimum of five (5) years of progressive HR experience, including at least two (2) years in employee and labor relations. Experience leading HR system improvements, policy development, and compensation restructuring preferred. At least five (5) years of leadership and supervisory experience, ideally within K-12 or public sector HR administration. Key Skills & Knowledge Expertise in modernizing HR policies and compensation structures. Strong understanding of collective bargaining and labor relations. Knowledge of employment laws, benefits administration, and HR process improvement. Ability to lead organizational change while fostering collaboration and efficiency. Strong understanding of HRIS systems, workforce planning, and HR operations Strong interpersonal and communication skills, with a commitment to fair and consistent HR practices. Work Environment & Additional Requirements Work Location: Interim Central Office Physical Requirements: Must be able to perform essential job functions with or without reasonable accommodations. Schedule: Full-time, year-round position. Join Our Team! This is a unique opportunity to drive strategic HR transformation at OAISD. If you are a visionary leader with a passion for shaping innovative policies, optimizing compensation systems, and fostering a high-performing workforce, we invite you to apply and help advance OAISD's mission to Learn, Serve, and Lead. Pay Grade 19: $95,000-$125,000, and a competitive benefits package.

SitusAMC is where the best and most passionate people come to transform our client's businesses and their own careers. Whether you're a real estate veteran, a passionate technologist, or looking to get your start, join us as we work together to realize opportunities for everyone, we proudly serve. At SitusAMC, we are looking to match your unique experience with one of our amazing careers, so that we can help you realize your potential and career growth within the Real Estate Industry. If you are someone who can be yourself, advocate for others, stay nimble, dream big, own every outcome, and think global but act local - come join our team! This role plays a critical role in aligning business objectives with SitusAMC employees and management. They serve as a consultant to executives on human resource-related issues and act as an employee champion and change agent. This position requires strategic thinking, strong problem-solving skills, and the ability to drive HR initiatives that enhance organizational performance and culture. Essential Job Functions: + Strategic HR Planning: Develop and implement HR strategies that align with the business goals, ensuring the organization's human resources contribute effectively to overall company performance. + Employee Relations: Address and resolve complex employee relations issues, providing expert advice and guidance to both employees and management to foster a positive work environment. + Performance Management: Oversee the performance management process, including setting objectives, conducting reviews, and implementing development plans to enhance employee capabilities and career growth. + Talent Acquisition: Collaborate with the recruitment team to attract and retain top talent, ensuring a diverse and high-performing workforce. + Change Management: Lead and support change management initiatives, helping to navigate organizational transformations and ensuring smooth transitions for all stakeholders. + Training and Development: Identify training needs, design programs, and facilitate learning opportunities that enable employees to acquire new skills and knowledge. + Compensation and Benefits: Develop and manage competitive compensation and benefits packages that attract, motivate, and retain employees. + HR Policies and Compliance: Ensure compliance with labor laws and regulations, and develop HR policies that promote fairness, equity, and consistency across the organization. + Workforce Analytics: Utilize HR metrics and analytics to provide insights into workforce trends, inform decision-making, and drive strategic initiatives. + All of the above is done with collaboration with leaders that span across corporate, business, and Global HR Centers of Excellence. + Other activities as may be assigned by your manager Qualifications/ Requirements: + Education: Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred. + Minimum of 15+ years of industry and/or relevant experience, typically with 2+ years in a SVP level role or external equivalent. + Experience: Minimum of 7-10 years of progressive HR experience, with at least 3 years in a senior HRBP role. Financial services and/or Commercial Real Estate experience preferred. + Experience working with business that have a global footprint is highly desirable. + Strong interpersonal and communication skills, with the ability to influence and build relationships at all levels. + Excellent analytic, problem-solving and decision-making abilities. + Proven track record in strategic HR planning and execution. + Knowledge of state and federal labor laws and HR best practices. + Proficiency in Workday and workforce analytics tools is important. + High level of integrity and professionalism. + Strong organizational and time-management skills. + Ability to adapt to a fast-paced and dynamic work environment. + Occasionally travel to other locations as required. Note: This job description is not intended to be all inclusive or exclusive. At any time, employees may perform other related duties as required to meet the ongoing needs of the organization and participate in additional trainings. SitusAMC does not accept unsolicited resumes from staffing agencies, search firms or any third parties. Any unsolicited resume submitted to SitusAMC in any manner will be considered SitusAMC property, and SitusAMC will not pay a fee for any placement resulting from the receipt of an unsolicited resume. The annual full time base salary range for this role is $170,000.00 - $200,000.00 Specific compensation is determined through interviews and a review of relevant education, experience, training, skills, geographic location and alignment with market data. Additionally, certain positions may be eligible to receive a discretionary bonus as determined by bonus program guidelines, position eligibility and SitusAMC Senior Management approval. SitusAMC offers PTO and paid holidays, the terms of which are set forth in the program policies. All full time employees also are eligible to participate in various benefit plans, including medical, dental, vision, life, disability insurance and 401K; in each case in accordance with the terms of the applicable plans. Pay Transparency Nondiscrimination Provision (****************************************************************************************************** SitusAMC is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. Know Your Rights, Workplace Discrimination is Illegal (*********************************************************************************************** SitusAMC does not accept unsolicited resumes from staffing agencies, search firms or any third parties. Any unsolicited resume submitted to SitusAMC in any manner will be considered SitusAMC property, and SitusAMC will not pay a fee for any placement resulting from the receipt of an unsolicited resume.

Founded by Detroit philanthropists George and Ellen Booth in 1904, Cranbrook Educational Community is one of the world's leading centers of education, science, and art. Comprised of a graduate Academy of Art, contemporary Art Museum, Center for Collections and Research, House and Gardens, Institute of Science, and more than 1,600 students attending our Pre-K through 12 independent college preparatory Schools, Cranbrook welcomes thousands of visitors and students to its campus each year. Critics have called Cranbrook “the most enchanted and enchanting setting in America” and in 1989 it was designated a National Historic Landmark. The campus is located in Bloomfield Hills, Michigan, about 20 miles north of downtown Detroit. For more, please visit our website: ****************** The Chief Human Resources Officer will serve as a strategic partner to the senior leadership team, leading the development and implementation of dynamic HR initiatives that support the mission and objectives of Cranbrook. Reporting to the Chief Operating Officer, this role demands a visionary leader who can champion a positive organizational culture, foster staff development, and drive excellence in HR. Key Responsibilities: Strategic Leadership: Develop and execute the HR strategy in alignment with Cranbrook's strategic plan. Advise the leadership team on organizational development and talent management strategies. Organizational Culture and Employee Engagement: Foster a culture that promotes Cranbrook's values and employee engagement. Implement programs and policies that enhance staff morale and organizational effectiveness. Employee engagement and staff morale programs might include, but are not limited to, recognition & reward programs, team building activities, work-life balance initiatives, employee surveys and feedback loops, etc. Talent Management and Succession Planning: Lead initiatives in talent acquisition, mentorship initiatives & leadership training, retention, and succession planning. Monitor and analyze industry trends and workforce demographics to anticipate talent needs and develop proactive strategies. Collaborate with programmatic and operational leaders to ensure optimal staffing levels and skill alignment. Compensation and Benefits: Oversee the design and implementation of competitive compensation and benefits programs, utilizing benchmarks and national/regional surveys to inform strategies. Ensure that compensation policies, while fiscally responsible, attract and retain top talent. Employee Relations and Labor Negotiations: Represent Cranbrook in labor negotiations and serve as a liaison with legal counsel on all HR-related matters. Mediate employee disputes and provide solutions that uphold Cranbrook's values and a positive workplace culture. Oversee the administration of HR practices, including employee discipline, investigations, and occupational health and safety. Compliance and Risk Management: Ensure compliance with all relevant employment laws and regulations and communicate changes in employment law to the leadership team. Mitigate HR-related risks through proactive policy development and implementation. Performance Management and Development: Oversee Performance Management System: Design and implement a performance management framework that aligns employee goals with organizational objectives and supports staff growth and accountability. Evaluate and Adjust Performance Metrics: Regularly review and update performance metrics and evaluation methods to ensure they are fair, relevant, and aligned with business goals. Create Development Plans: Collaborate with leaders to design personalized employee development plans that outline objectives, resources, and timelines for performance improvement and growth. Oversee professional training and development initiatives, ensuring that development opportunities are available and tailored to staff needs. HR Operations and Technology: Oversee HR operations and leverage technology to streamline processes and improve efficiencies. Leverage technology to manage HR metrics and data analysis that will inform decision-making. Leadership and HR Team Development: Lead and mentor the HR team, fostering a collaborative and high-performance environment. Encourage innovative HR solutions that align with Cranbrook's goals and values. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred. At least 10 years of progressive HR experience, with significant leadership experience in the education or non-profit sector preferred. Strong strategic thinking, leadership, and communication skills. Comprehensive understanding of HR functions, including talent management, compensation, benefits, and compliance. Proven ability to manage complex projects and lead organizational change. HR certification (e.g., SPHR, SHRM-SCP) is highly desirable. Requires a valid Michigan driver's license with satisfactory driving record. Core Competencies: Communication Skills: Proficient in English, able to handle sensitive issues with confidentiality, and maintain a calm demeanor in complex situations. Independent Judgment/Problem Solving: Ability to address routine and complex HR issues with creative solutions informed by established policies and employment laws. Work Complexity: Ability to lead various projects while engaging with multiple stakeholders and offering solutions in a timely manner. Creativity/Innovation: Regularly develop imaginative solutions that impact organizational policies and procedures. Physical Demands: Must have the ability to hear and understand conversations in varied settings. Requires clear vision for reading documents, reviewing data on a computer screen, and observing physical conditions in the workplace. Must have the ability to attend meetings around campus, navigating varied terrain. Work Environment: The work is generally conducted in a typical office environment but may involve visits to other buildings on our 300+ acre campus. Cranbrook offers competitive compensation and benefits that include medical, dental, life insurance, long-term and short-term disability, and retirement programs with employer contribution. We also offer generous paid time off, 11 paid holidays and 3 floating holidays, employee discounts, and a unique environment in an educational setting that values collaboration. How to Apply: For consideration, interested candidates should submit a résumé, cover letter, and professional references. Please be sure all documents are uploaded at the time you submit your application. Applications will be reviewed on a rolling basis until the position is filled.

Working/Functional Title Fiscal and Human Resources Officer Reporting to the Assistant Vice President/Chief of Staff, this position will manage Major Administrative Unit (MAU) level fiscal operations and coordinate human resource functions for the Office/unit focusing on managing financial operations (transaction approval, payroll approval, requisitions, purchase orders, invoice approvals, contract review and approvals, ledger reconciliation and budget allocations and transactions) and financial reporting. Additionally, the position supports planning, execution, and tracking of the Creating Inclusive Excellence Grant (CIEG). For more than 50 years, Michigan State University has sought to provide central support for the recruitment, retention and advancement of faculty, staff and students who are members of underrepresented groups. While the work initially focused on meeting federal, state and local compliance regulations, it has evolved to address the following institutional priorities: increase diversity, promote inclusion, ensure equity and enhance outreach and engagement. The human resource functions include position description development, posting and tracking positions, hiring, onboarding, processing performance evaluations, training and retention, and unit time administration and reporting. As IDI's human resources officer, this role aligns talent management strategies and initiatives with unit and team goals to ensure the organization has the right talent, skills, and workforce structure to achieve its strategic objectives. Advising on approaches and best practices to bridge the gap between HR functions and business needs, this position is a key advisor, proactively identifying and addressing the workforce challenges to drive organizational success. The combined function of this position is to serve as an essential resource for the vice president and chief diversity officer and assistant vice president/chief of staff, as well as other employees in the Office providing guidance and instruction on fiscal and human resources procedures, policies, and practices. CHARACTERISTIC DUTIES - RESPONSIBILITIES Directs and manages the fiscal operations of the Office/unit and reconciles the budget to keep team leaders informed of expenditures Manages personnel and financial responsibilities associated with the Office/unit-sponsored Creating Inclusive Excellence Grant (CIEG) Provides leadership and expertise to Office/unit staff responsible for budgeting, identifying, and allocating resources Consults and collaborates with Office/unit leaders on budget planning and processes Manages personnel and financial responsibilities associated with the Office/unit-sponsored Creating Inclusive Excellence Grant (CIEG). Works closely with the Outreach and Education Manager to manage event and program expenditures, and reviewing and approving associated contracts Coordinates all unit hiring, monitoring, onboarding and review processes Serves as a subject matter expert for fiscal- and HR-related processes and policy changes Interprets and summarizes materials to keep the Office informed of pertinent policy updates and relevant information Design and lead implementation of solutions to enhance operational excellence, including organizational design and development, management and talent development, employee engagement initiatives along with others Ensure the communication of timely employee-related information to management teams as necessary Works with leadership to create recruitment plans and pipelines for open positions within the MAU Creates onboarding plans and participates in educating newly hired employees on HR policies, MAU policies, university policies, and internal procedures and regulations Manages performance appraisal and feedback programs, including support of managers on performance review process and appropriate feedback, language, and documentation Consults on employee and unit performance, organizational and leadership matters Interprets University policy and administrative procedures in response to inquiries and initiates necessary action Coordinates all unit hiring, monitoring, onboarding and review processes Approves employment payroll via HR/Payroll and Applicant Tracking Systems for Temporary, On-Call and Student Employee populations (TOCS) Serves as the coordinator for facilities management for the Office/unit Fosters a culture of equity, inclusion and diversity within the organization Provides comprehensive HR support across the employee life cycle, ensuring professional development opportunities are effectively planned, implemented, and managed within the unit Other duties as assigned Minimum Requirements Knowledge equivalent to that which normally would be acquired by completing a four-year college degree program in a business/human resources-related field or in a field which corresponds to the particular department of employment; three to five years of related and progressively more responsible or expansive work experience in office procedures and administration, or in performing responsibilities related to the operational activities of the employing unit; experience in a supervisory role; experience with word processing, database, spreadsheet, presentation software and/or desktop publishing, web page software; or an equivalent combination of education and experience. Three or more years of related and progressively more responsible or expansive work experience in office procedures and administration, or in performing responsibilities related to the operational activities of the employing unit. Experience with word processing, database, spreadsheet, and presentation software and/or desktop publishing, and web page software. Deep understanding of and demonstrated commitment to diversity, equity and inclusion, affirmative action and equal opportunity, talent management, and education and training. Experience working collaboratively and effectively with various constituencies while advancing the mission and strategic priorities of an employer/unit of similar operational conditions as the University and Office for Institutional Diversity and Inclusion. Well-organized and self-directed, exhibiting a high level of integrity that engenders trust and confidence. A team player who contributes meaningful ideas, is adept at problem solving and improving processes. Demonstrated success of six months or more with regular, recurring performance of progressively more responsible or expansive work experience in a fiscal/human resources function Must possess exceptional communication skills, along with an adeptness in strategic thinking, analytical skills, problem solving and attention to detail. Must have a track record in establishing procedures, implementing processes, and meeting deadlines. Excellent analytical problem-solving skills, judgment and decision-making skills in highly complex situations. Ability to maintain demanding timelines with multiple priorities. Preferred Qualifications Demonstrated ability to serve a diverse team of professionals performing highly complex, interrelated institutional service, educational, and compliance functions across a large, dynamic community and constituency. Demonstrated knowledge and experience implementing inclusive and equitable human resources policies, practices and procedures Bachelor's degree or some college coursework including courses related to Human Resources with certification as a human resource specialist (CHRS) Experience and knowledge of payroll deadlines and working with union contracts; ability to multitask in a very fast paced/high volume, deadline driven environment Excellent customer service skills and the ability to maintain professionalism with all types of customer interactions; contractual interpretation experience with CT, AP and APSA and experience with Temp/on-call employees. Familiarity with the following: Microsoft 365 Suite, PowerBI, Spartan Financial Navigator (SFN), Cognos Query Studio, EBS, PageUp, SAP Concur, Student Information System/Campus Solutions, Qualtrics, financial reporting and research administration. Equal Employment Opportunity Statement All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, age, disability or protected veteran status. Required Application Materials A cover letter describing in detail, your interest in and qualification for this position. A comprehensive resume describing in detail, your knowledge, skills, and experience as it relates to the duties and responsibilities of this position. A list of three (3) professional references who can provide information regarding the quality of your work, competency to perform in this position, and preparation for success. Special Instructions Please provide ALL application materials at time of applying. MSU Statement Michigan State University has been advancing the common good with uncommon will for more than 160 years. One of the top research universities in the world, MSU pushes the boundaries of discovery and forges enduring partnerships to solve the most pressing global challenges while providing life-changing opportunities to a diverse and inclusive academic community through more than 200 programs of study in 17 degree-granting colleges. Work Hours STANDARD 8-5 Website inclusion.msu.edu Remote Work Statement MSU strives to provide a flexible work environment and this position has been designated as remote-friendly. Remote-friendly means some or all of the duties can be performed remotely as mutually agreed upon. Bidding Eligibility ends March 25, 2025 at 11:55 PM

Frederik Meijer Gardens & Sculpture Park promotes the enjoyment, understanding, and appreciation of gardens, sculpture, the natural environment, and the arts. Meijer Gardens is ranked among the 100 most visited art institutions in the world. The organization embraces the concept of a major cultural attraction centering around horticulture & sculpture. Meijer Gardens' commitment is to create a legacy of lifelong learning, enjoyment, and a rich cultural experience for generations to come. Department: Human Resources & Volunteers Supervisor: Senior Director of Talent & Culture Pay Type: Salary, Full Time Compensation Range: $110,000-$125,000 The Director of Human Resources at Meijer Gardens will lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization's mission and talent strategy. In collaboration with the Senior Director of Talent & Culture, the Director of Human Resources will champion talent acquisition, employee relations, performance management, payroll, benefits, and organizational development to support the ongoing growth and success of the organization. Essential Functions Lead the planning, development, coordination, and implementation of policies, processes, training programs, initiatives, and surveys to support the organization's HR compliance and strategic objectives. Oversee the recruitment and talent acquisition process, ensuring the attraction, retention, and growth of high-quality talent. Develop and implement strategies for employee retention, ensuring a positive employee experience and long-term engagement. Manage employee relations, addressing complex issues and investigations with professionalism, discretion, and confidentiality. Manage HR systems and tools, ensuring data integrity, confidentiality, and the efficient operation of HR processes. Drive performance management programs that promote employee productivity, engagement, and continuous growth. Ensure compliance with federal, state, and local employment laws and regulations, recommending and implementing best practices while continually reviewing and updating policies for alignment. Prepare and present HR reports and key metrics to senior leadership, offering insights into workforce trends and organizational effectiveness. Manage the HR department's performance, including setting goals, tracking progress, and fostering a results-driven culture. Ensure that all HR functions are conducted with a high level of confidentiality and professionalism, maintaining trust and compliance across the organization. Lead, mentor, and support the HR team, cultivating a culture of collaboration, continuous learning, and professional growth. Stay informed on emerging HR trends, best practices, regulatory changes, and advancements in talent management and employment law. Manage the HR budget and resources efficiently, ensuring alignment with organizational priorities. Perform other duties as assigned, contributing to the overall success and growth of the HR department. Education and / or Qualifications preferred: Education: Bachelor's degree in Human Resources, Business Administration, or a related field. Experience: 8+ years of progressive HR experience, with at least 3 years in a managerial or leadership role. Skills/Knowledge/Licenses: SHRM-SCP certification highly preferred. Proven track record of implementing HR best practices and driving organizational change. Strong analytical and problem-solving skills. Excellent communication, interpersonal, and negotiation skills. Strategic thinker with the ability to influence and collaborate across all levels of the organization. Experience in a nonprofit or cultural institution is a plus. Organizational Expectations Embrace Meijer Gardens' mission to promote the enjoyment, understanding and appreciation of gardens, sculpture, the natural environment, and the arts. Embrace the organization's non-profit status and commitment to serving and treating the public with dignity and working with a broad and diverse group of employees, volunteers, members, and guests in a respectful and professional manner. Working Conditions: Basic mobility is expected in offices, grounds, and exhibition areas. Ability to observe details at close range and communicate information accurately with others. Engage in occasional object manipulation with or without assistance, and efficiently navigate the workspace to access essential resources. Ability to regularly move up to 20 pounds, frequently up to 50 pounds. Occasionally ascends/descends a ladder. As part of our onboarding process, all new hires are required to complete our background check. Frederik Meijer Gardens & Sculpture Park is an Equal Opportunity Employer. We believe in fostering a diverse and inclusive workplace.

Are you a seasoned HR professional looking to join an innovative & rapidly growing team? Apply today! This is an onsite/hybrid based role in Ann Arbor, MI. About Us We know what grocery shoppers will buy before they buy them. AdAdapted is a leading mobile ad solution for CPG and grocery retailers. We've created the largest network of grocery-related apps, giving us unparalleled data around how consumers plan their shopping trips, and a unique ad platform that allows us to influence and track what goes on millions of American grocery lists. With our patented Add-It product, shoppers can add promoted products to their favorite digital shopping list with just one click, driving purchase intent for some of the world's largest CPG brands. About the Role The Senior HR Manager role is a new position that we have created to support our strong growth. You will be responsible for a wide range of HR, including benefits administration through employee engagement and organization development initiatives. You will work closely with an internal recruiter, too. Key responsibilities include: Assist with mapping out the employee journey and identify opportunities for us to enhance the experience on all sides Partner with leadership to define long range talent acquisition and development strategies, including succession planning Provide support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise Create learning and development programs and initiatives that provide internal development opportunities for employees Serve as company-wide point of contact for all employee inquiries regarding benefits, disability and leave of absence Process all long-term absences, determine eligibility for various leave programs including Family Medical Leave Act when applicable and temporary disability leave according to established guidelines, and provide employees with required timely notice Support the management of disciplinary and grievance issues Manage benefit renewals for all employees through internal company management systems Maintain employee records; personal information, performance and growth plans Coordinate employee performance reviews and assist company leadership with employee growth strategies About You The ideal candidate has many of the following qualifications: Thorough knowledge of employment-related laws and regulations Excellent interpersonal, negotiation, and conflict resolution skills Excellent organizational skills and attention to detail Strong analytical and problem-solving skills Passion for talent development and retention What we provide: Competitive salary package Flexible PTO schedule with healthy work/life balance Full-suite health plans (medical, dental, & vision), with employee premiums covered 100% HSA & FSA options, including Dependent Care 401k plan including company match Downtown, NYC, Chicago and Ann Arbor office space with Qualified Transportation Plan Professional development opportunities

The Hospital Chief Human Resources Officer serves the hospital and group leadership team as strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of agreed upon HR processes, systems, policies and programs; leads escalation and resolution of employee relation matters; lead HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent. The Hospital CHRO serves as the key liaison to “broker” the HR service delivery model ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. He/she is accountable to ensure oversight and governance of group and hospitals HR processes, systems and policies. MICHIGAN GROUP - Detroit Market The Detroit Medical Center is one the largest academic medical centers in the United States, with a long and rich history of medical education, providing training in medical education for more than 100 years. As the nation shifted to more rigorous oversight of physician training, the DMC continued to be a leader in accredited programs in medical education beginning with the Ophthalmology Residency Program's accreditation in 1951, Pathology in 1953, Internal Medicine in 1956, Neurology in 1958 and Neurological Surgery in 1960. The DMC now trains the majority of practicing physicians in the State of Michigan including 70 percent of the state's trauma surgeons and 60 percent of its emergency physicians. The DMC currently sponsors more than 100 residency and fellowship programs, training over 1000 physicians each year. Detroit Medical Center Graduate Medical Education Accredited Training Programs include 67 Accreditation Council for Graduate Medical Education accredited residencies and fellowships; 4 accredited by the American Osteopathic Association; 5 fellowships accredited by the American Board of Obstetrics and Gynecology; and 6 residency programs accredited by Other Boards. The DMC maintains Academic affiliations with Michigan State University's College of Osteopathic Medicine and Wayne State University's School of Medicine. The faculty provides the majority of medical student, resident and fellow training at DMC hospitals. The Detroit Medical Center graduates outstanding physicians with advanced training in many specialties including Emergency Medicine, Surgery, Cardiology, Neurosurgery, Obstetrics and Gynecology, Neurology, Internal Medicine, Pathology, Pediatrics, Radiology and many more. The Chief Human Resources Officer will have direct oversight of the following hospitals: DMC Detroit Receiving Hospital , Michigan's first Level I Trauma Center, has played a pioneer role in the evolution of emergency medicine. Detroit Receiving hosts one of the busiest and most well-equipped emergency departments in southeast Michigan. The oldest and largest verified Level I Burn Center in the state is at Detroit Receiving and is one of only 43 in the country. This hospital also boasts the state's leading 24/7 hyperbaric oxygen treatment program, Metro Detroit's first certified primary stroke center, and the nationally recognized Rosa Parks Geriatric Center. Detroit Receiving offers expertise in emergency medicine, complex trauma, critical care, orthopedics, neurosciences, nephrology, pulmonology, diabetes, geriatrics and urology. Detroit Receiving is also home to a Center of Excellence for disaster preparedness that has been the model for regional, state, national and federal agencies. DMC Harper-Hutzel Hospital and Cardiovascular Institute has distinguished itself in surgery and medicine and is known for its clinical expertise, innovative research and advanced education. As a specialty referral hospital, Harper-Hutzel has established Centers of Excellence in neurosciences, bariatric surgery, vascular services, multidisciplinary cardiovascular services, hypertension, stroke prevention and heart failure. Harper-Hutzel is home to the revolutionary Cardio Team One, the new standard of excellence in heart care and is nationally recognized for cutting-edge research in high-risk obstetrics, infertility, reproductive genetics, neonatology, maternal fetal medicine, midwifery, gynecology, urogynecology, menopause, permanent birth control and alternatives to hysterectomy. Harper-Hutzel has a rich history of over 143 years as Michigan's first and only hospital for women, and patients benefit from our commitment to research and education. Home to the National Institutes of Health (NIH) Perinatology Research Branch (PRB), Harper-Hutzel is recognized as a leader in women's health by physicians and researchers across the country. FUNCTIONAL EXPECTATIONS & REQUIREMENTS: Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies Partners with Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met Partners with external HR groups/societies to stay abreast of key industry trends and best practices Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model ESSENTIAL FUNCTIONS OF THE ROLE: Acts as a point of contact to the business for all HR related services and solutions Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing and onboarding needs are met Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career goals Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness Builds capability internally and coaches senior leaders on effective talent, organizational and employee engagement strategies Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner ensure overall objectives are achieved Leverages external networks to understand market trends, shape organizational strategy and apply leading practices Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels Other duties as assigned ORGANIZATIONAL LEADERSHIP - EXPECTATIONS & REQUIREMENTS: Use Astute Judgment Collaborates with corporate, regional and A-Team members to achieve business results (e.g. HR Leader call, monthly HR regional meetings) and shares best practices and successes with others Viewed by and sought after by leaders as an HR advisor and expert with ability to influence decision of others; trusted confidante to CEO (e.g. sought out for personal and professional advice and counsel) Considers impact of HR decisions on the rest of the organization and therefore communicates across the organization to create awareness and gain support for HR decisions Provides leadership in building loyalty, trust and commitment throughout the organization (e.g. leads and participates in employee advocacy and engagement programs, supports EES and creates action plans for improvement, leads recognition efforts for the facility) Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions (e.g. uses metrics and data sources to support position and listens to all positions and counters/agrees professionally and in a timely manner) Demonstrates business acumen when managing competing priorities (e.g. presents creative ways to address debate between budget constraints vs. need for additional resources by creating career ladders instead of changing pay practices) Develop Organizational Talent Participates in workforce planning to ensure an adequate, competent and productive workforce. Creates/implements programs supporting the organization's future workforce needs (e.g. provides factual/current market position information, outlines obstacles/challenges and proposed solutions, creates annual long-term strategic workforce plan for facility, includes diversity/inclusion strategies in all aspects of business) Leads the talent management strategies of the facility including recruitment and retention strategies and development of integrated succession plan ensuring continuity of business operations (e.g. creates development and succession plans for all leaders) Effectively leads the pre-boarding, onboarding, orientation and assimilation process for new employees (e.g. ensures 30/90-day reviews are conducted) Leads goal setting and performance review process for facility. Conducts needs assessments and develops training and development programs to ensure goals are attained (e.g. ensures all processes are timely and accurate, development plans are created and followed up on, recommends T and D classes as needed, ensures mandated education is fulfilled without T/O due to timeliness) Acts as effective coach and mentor to HR staff and leaders/staff outside HR as required Aligns the Organization Attends and contributes to the facility business planning process; ensures that the business plan aligns with the “people plan” as described in the HR workforce plan Creates, defends and implements creative/innovative cost reduction strategies for the workforce ensuring that employee engagement and recruitment and retentions strategies are not compromised Provides global outlook on decisions and aligns with facility business plans when managing competing priorities; delegates to others as required and holds others accountable for results as demonstrated by timely, complete and effective outcomes Provides timely responses to corporate and regional leadership ensuring timetables are consistently met (e.g. EAL complaints, Tenet Heroes submissions, TRIPP reports, .edu requirements, etc.) Optimize Execution Consistent and timely administration and communicating of policies, regulations and legal mandates as stated by effective dates on document/policies, etc. Ensure responsible parties understand changes and any related actions Actively participates in and executes acquisitions and divestitures. HR lead for the facility in manpower planning, benefit and compensation transitions, all on-boarding and off-boarding, as well as RIF notifications as required Completes and communicates final investigative results of ER/Labor relations or EAL complaints, or reasons for delay in issuing final results, within 48 hours of receipt Collaborates with compensation and benefits to implement timely and effective compensation and benefit policies and programs (e.g. annual enrollment, new hire and termination requirements, wellness initiatives, etc.) Collaborates with legal and ethics/compliance departments on matters related to the enforcement of policies and procedures as well as Tenet's “Standards of Conduct”; leads HR in all internal and external audits (e.g. Joint Commission, internal audits, etc.) Drive Organizational Success Strategically develops and executes creative initiates to increase participation in the annual employee engagement survey; takes the lead in creating and driving facility action plans to completion through focus groups, training and development, etc. Actively works to improve the delivery and execution of HR programs and processes to increase operational effectiveness and efficiencies. Plans seamless transitions ensuring minimal disruption of workplace Understands and articulates HR policy, procedures, and protocols and can defend and support organization's position relative to same and confidently communicate changes Works with A-Team members to collaborate and deliver cross-functional programs and processes (e.g. cost reduction strategies, quality and volume related incentive programs, etc.) Leads and is held accountable for the “People Pillar” initiatives for the facility; actively participates in hardwiring and delivering retention strategies for the facility (e.g. leads TRIPP programs including bi-weekly calls as required) CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS: At least 10 years' experience in providing Human Resources services, solutions and leadership in roles of different levels of size, complexity, business model maturity, etc. Partnering with business leaders to develop, design and implement relevant strategic human resources strategies. Ability to manage and develop senior HR functional and leadership capability. Led organization design, restructuring and strategic workforce planning initiatives. Has successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc. Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction. Highly skilled in executing “generalist” HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning and organizational development. Diverse background in multiple industries and/or operating units within the same organization. Skillful at influencing senior leaders and diverse perspectives towards common goals. Able to surgically analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive higher thinking and outcomes. Ability to effectively balance enterprise and business specific requirements through high quality HR business partnering, superior consultative skills and knowledge of the business. Developed, led and implemented organization and functional change management strategies, initiatives and process. Ability to identify, develop and retain high quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability. Ability to effectively manage a budget, interpret a P&L, understand key business drivers and has solid cost benefit trade off analysis and planning skills. Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations. Strong organization planning, critical thinking and prioritization skills. Ability to inspire and motivate all levels of the HR organization from the frontline to senior HR professionals. Ability to develop strategy that can be translated into clear, concise and actionable initiatives and action plans. Demonstrates strong courageous leadership skills in the ability to make balanced, difficult and complex decisions in the face of opposition. Bachelor's degree in Human Resource Management or related field required. Master's degree in Human Resources or related field (preferred). Compensation A competitive compensation program will be tailored to the selected candidate. Base salary will be supplemented by a performance bonus and comprehensive, well-rounded benefits program, which includes relocation assistance. Travel Limited travel. Tenet Healthcare complies with federal, state, and/or local laws regarding mandatory vaccination of its workforce. If you are offered this position and must be vaccinated under any applicable law, you will be required to show proof of full vaccination or obtain an approval of a religious or medical exemption prior to your start date. If you receive an exemption from the vaccination requirement, you will be required to submit to regular testing in accordance with the law. #LI-JA2 Responsibilities Enter position responsibilities here. Qualifications Enter position requirements for education, certification, qualifications, etc here.

At Ayers Basement Systems, we are believers that more is possible. Joining our team means leading our brand recognition and furthering our purpose to redefine our industry. The Human Resources (HR) Director is a strategic leadership role responsible for overseeing the development, implementation, and execution of HR strategies across the organization. This position is critical to aligning the workforce with the company's overall goals and objectives. The HR Director will lead a team of HR professionals, ensuring that HR policies and practices are compliant, innovative, and support a purposeful organizational culture. What you can expect: Strategic Impact: Influence company culture and workforce strategy while collaborating with leadership to drive business success. Leadership Responsibility: Lead and mentor an HR team, guiding them through challenges and fostering growth within the department. Employee-Centric Focus: Shape the employee experience by ensuring they have the support and resources to thrive in a positive, purposeful work environment. Innovation and Growth: Contribute new ideas to enhance HR practices, staying ahead of trends and improving company performance. Challenging yet Rewarding: Manage both daily HR operations and strategic initiatives, making a lasting impact on the company. How you'll create impact: Lead the HR department and manage key HR functions including recruitment, employee relations, compensation and benefits, performance management, training and development, and compliance. Supervise and support the development and submission of grant proposals, ensuring alignment with organizational goals and compliance with funding requirements. Partner with senior leadership to develop and execute HR strategies that support the company's mission, vision, and business goals. Advise and support department heads on employee-related matters, providing counsel on conflict resolution, performance issues, and organizational changes. Develop and implement talent acquisition strategies to attract and retain top talent. Create and manage employee engagement initiatives to foster a positive and productive work environment. Ensure compliance with labor laws, regulations, and company policies, and maintain up-to-date HR documentation and records. Manage HR budget and resources, ensuring efficient use of the department's funds. Oversee employee benefit programs, ensuring they are competitive and aligned with company goals. Drive leadership development initiatives and support succession planning across the organization. Lead HR analytics efforts to track key performance metrics and drive continuous improvement. What makes you stand out: Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred). 10+ years of Human Resource experience with a company of 250+ employees, with at least 7 years of previous Leadership experience. Strong knowledge of HR best practices, labor laws, and compliance. Proven ability to design and implement HR strategies that align with organizational goals. Excellent communication, interpersonal, and leadership skills. Strong problem-solving abilities and conflict resolution skills. Experience in change management and organizational development. At Ayers, we're a group of passionate, determined, and ambitious individuals who use our collective experiences to solve complex problems day in and day out. Together, we're working to redefine the construction industry and its perception; to push farther, think harder, and do better. No one told us we can't change the world - so we will.

Working/Functional Title Fiscal and Human Resources Officer Reporting to the Assistant Vice President/Chief of Staff, this position will manage Major Administrative Unit (MAU) level fiscal operations and coordinate human resource functions for the Office/unit focusing on managing financial operations (transaction approval, payroll approval, requisitions, purchase orders, invoice approvals, contract review and approvals, ledger reconciliation and budget allocations and transactions) and financial reporting. Additionally, the position supports planning, execution, and tracking of the Creating Inclusive Excellence Grant (CIEG). For more than 50 years, Michigan State University has sought to provide central support for the recruitment, retention and advancement of faculty, staff and students who are members of underrepresented groups. While the work initially focused on meeting federal, state and local compliance regulations, it has evolved to address the following institutional priorities: increase diversity, promote inclusion, ensure equity and enhance outreach and engagement. The human resource functions include position description development, posting and tracking positions, hiring, onboarding, processing performance evaluations, training and retention, and unit time administration and reporting. As IDI's human resources officer, this role aligns talent management strategies and initiatives with unit and team goals to ensure the organization has the right talent, skills, and workforce structure to achieve its strategic objectives. Advising on approaches and best practices to bridge the gap between HR functions and business needs, this position is a key advisor, proactively identifying and addressing the workforce challenges to drive organizational success. The combined function of this position is to serve as an essential resource for the vice president and chief diversity officer and assistant vice president/chief of staff, as well as other employees in the Office providing guidance and instruction on fiscal and human resources procedures, policies, and practices. CHARACTERISTIC DUTIES - RESPONSIBILITIES Directs and manages the fiscal operations of the Office/unit and reconciles the budget to keep team leaders informed of expenditures Manages personnel and financial responsibilities associated with the Office/unit-sponsored Creating Inclusive Excellence Grant (CIEG) Provides leadership and expertise to Office/unit staff responsible for budgeting, identifying, and allocating resources Consults and collaborates with Office/unit leaders on budget planning and processes Manages personnel and financial responsibilities associated with the Office/unit-sponsored Creating Inclusive Excellence Grant (CIEG). Works closely with the Outreach and Education Manager to manage event and program expenditures, and reviewing and approving associated contracts Coordinates all unit hiring, monitoring, onboarding and review processes Serves as a subject matter expert for fiscal- and HR-related processes and policy changes Interprets and summarizes materials to keep the Office informed of pertinent policy updates and relevant information Design and lead implementation of solutions to enhance operational excellence, including organizational design and development, management and talent development, employee engagement initiatives along with others Ensure the communication of timely employee-related information to management teams as necessary Works with leadership to create recruitment plans and pipelines for open positions within the MAU Creates onboarding plans and participates in educating newly hired employees on HR policies, MAU policies, university policies, and internal procedures and regulations Manages performance appraisal and feedback programs, including support of managers on performance review process and appropriate feedback, language, and documentation Consults on employee and unit performance, organizational and leadership matters Interprets University policy and administrative procedures in response to inquiries and initiates necessary action Coordinates all unit hiring, monitoring, onboarding and review processes Approves employment payroll via HR/Payroll and Applicant Tracking Systems for Temporary, On-Call and Student Employee populations (TOCS) Serves as the coordinator for facilities management for the Office/unit Fosters a culture of equity, inclusion and diversity within the organization Provides comprehensive HR support across the employee life cycle, ensuring professional development opportunities are effectively planned, implemented, and managed within the unit Other duties as assigned Minimum Requirements Knowledge equivalent to that which normally would be acquired by completing a four-year college degree program in a business/human resources-related field or in a field which corresponds to the particular department of employment; three to five years of related and progressively more responsible or expansive work experience in office procedures and administration, or in performing responsibilities related to the operational activities of the employing unit; experience in a supervisory role; experience with word processing, database, spreadsheet, presentation software and/or desktop publishing, web page software; or an equivalent combination of education and experience. Three or more years of related and progressively more responsible or expansive work experience in office procedures and administration, or in performing responsibilities related to the operational activities of the employing unit. Experience with word processing, database, spreadsheet, and presentation software and/or desktop publishing, and web page software. Deep understanding of and demonstrated commitment to diversity, equity and inclusion, affirmative action and equal opportunity, talent management, and education and training. Experience working collaboratively and effectively with various constituencies while advancing the mission and strategic priorities of an employer/unit of similar operational conditions as the University and Office for Institutional Diversity and Inclusion. Well-organized and self-directed, exhibiting a high level of integrity that engenders trust and confidence. A team player who contributes meaningful ideas, is adept at problem solving and improving processes. Demonstrated success of six months or more with regular, recurring performance of progressively more responsible or expansive work experience in a fiscal/human resources function Must possess exceptional communication skills, along with an adeptness in strategic thinking, analytical skills, problem solving and attention to detail. Must have a track record in establishing procedures, implementing processes, and meeting deadlines. Excellent analytical problem-solving skills, judgment and decision-making skills in highly complex situations. Ability to maintain demanding timelines with multiple priorities. Preferred Qualifications Demonstrated ability to serve a diverse team of professionals performing highly complex, interrelated institutional service, educational, and compliance functions across a large, dynamic community and constituency. Demonstrated knowledge and experience implementing inclusive and equitable human resources policies, practices and procedures Bachelor's degree or some college coursework including courses related to Human Resources with certification as a human resource specialist (CHRS) Experience and knowledge of payroll deadlines and working with union contracts; ability to multitask in a very fast paced/high volume, deadline driven environment Excellent customer service skills and the ability to maintain professionalism with all types of customer interactions; contractual interpretation experience with CT, AP and APSA and experience with Temp/on-call employees. Familiarity with the following: Microsoft 365 Suite, PowerBI, Spartan Financial Navigator (SFN), Cognos Query Studio, EBS, PageUp, SAP Concur, Student Information System/Campus Solutions, Qualtrics, financial reporting and research administration. Equal Employment Opportunity Statement All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, age, disability or protected veteran status. Required Application Materials A cover letter describing in detail, your interest in and qualification for this position. A comprehensive resume describing in detail, your knowledge, skills, and experience as it relates to the duties and responsibilities of this position. A list of three (3) professional references who can provide information regarding the quality of your work, competency to perform in this position, and preparation for success. Special Instructions Please provide ALL application materials at time of applying. MSU Statement Michigan State University has been advancing the common good with uncommon will for more than 160 years. One of the top research universities in the world, MSU pushes the boundaries of discovery and forges enduring partnerships to solve the most pressing global challenges while providing life-changing opportunities to a diverse and inclusive academic community through more than 200 programs of study in 17 degree-granting colleges. Work Hours STANDARD 8-5 Website inclusion.msu.edu Remote Work Statement MSU strives to provide a flexible work environment and this position has been designated as remote-friendly. Remote-friendly means some or all of the duties can be performed remotely as mutually agreed upon. Bidding Eligibility ends March 25, 2025 at 11:55 PM

Job Details Vassar, MI $75,000.00 - $95,000.00 Salary/year Description As the Human Resources Director at Wolverine Human Services, you will be a key member of a team dedicated to helping children and families achieve positive, transformative outcomes. You will ensure our workforce is aligned with our mission of supporting children and families, regardless of their circumstances. You will oversee all aspects of human resources management with a focus on fostering a supportive and inclusive work environment that aligns with our mission-driven goals. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree would be a plus. Proven experience as an HR Director or HR Manager at a large complex organization or similar role, ideally within a juvenile justice or human services environment. Strong knowledge of HR functions including compensation and benefits, employee relations, talent management, and organizational development. Experience in developing and implementing HR strategies that support a mission-driven organization. Excellent leadership and interpersonal skills with the ability to build positive relationships across all levels of the organization. Understanding of legal regulations and compliance requirements related to HR practices in juvenile justice and/or human services settings. This position is NOT remote. A daily onsite presence at the various locations is expected.

Treva is seeking a full-time contracted Director of HR to join our team! The position is located in Newberry, MI. Job Details: The position requires a Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field; Masters preferred. SPHR or PHR certification preferred. Benefit administration, employee and labor relations, and contract negotiation experience required. Three to Five years of Human Resources Management experience required. Healthcare experience preferred. Salary commensurate with experience. What We Offer Employees: Competitive weekly pay (option of W2 or 1099) | Referral and extension bonus available*|Assistance with flight cost*|Certification reimbursement*|Healthcare benefits available on first day of employment |Travel stipend (must be over 50 miles one way from the facility) *contingent and based on facilities bill rate and is worked into the contract For a complete list of open positions, please visit ************************************************

TITLE: Director of Human Resources REPORTS TO: Superintendent of Schools ( or designee ) TERMS OF EMPLOYMENT: Manager Handbook. Salary range A2: $95,324 - $112,146. Year round position-full time. Hours during summer may vary, as determined by District administration. EVALUATION: Annually until reaching maximum; refer to Manager Handbook START DATE: This position is expected to begin as early as May 1st, 2025 and no later than July 1, 2025 INTRODUCTION Come join Midland Public Schools as our next Director of Human Resources. Midland Public Schools encompasses approximately 140 square miles and serves approximately 7,400 students in pre-kindergarten through 12th grade. The District operates 12 schools with an operating budget of $113 million with a 35% fund balance. The District is uniquely linked to and intertwined with the surrounding community and boasts a strong tradition and expectation of exceptional academics. Midland Public Schools holds a high concentration of STEM-degreed individuals and readily offers business needs for strong-skilled trades. The district is located adjacent to the world headquarters of Dow Chemical as well as large employers, such as MyMichigan Health, Dupont, and Corteva. Midland provides big-city amenities with a small-town feel and is the home to Midland Center for the Arts, Greater Midland Community Center, Great Lakes Loons/Dow Diamond, Dow Gardens and the Whiting Forest home of the 1,400-foot-long canopy walk, soaring up to 40 feet above the ground. Please visit the Midland Public Schools website for more information along the Midland Awaits video where you'll learn more about why Midland is the perfect place for you! POSITION SUMMARY Midland Public Schools is seeking an innovative, transformative, progressive, and collaborative leader to serve as the Director of Human Resources. This position reports to the Superintendent and is responsible for all aspects of Human Resources operations and related administrative tasks as assigned by the Superintendent Team. The Director will work collaboratively to support the district vision: Lead with respect, trust, and courage. Ensure an equitable, collaborative, and inclusive culture. Enable all to achieve success. QUALIFICATIONS: Education: Required: Bachelor's degree in Human Resources Equivalent combination of education and experience considered Preferred: Master's degree in Human Resources, SHRM-CP and MSBO certification; if not certified, must be willing to pursue certification Experience: Required: Broad experience in personnel matters; experience in supervising and evaluating employees Preferred: 3-5 years of Human Resources work experience in education; knowledge of K-12 systems Demonstrated Technical Skills: Required: Advanced level computer skills using Microsoft Office (emphasis on Excel), Google Suite and other computerized systems (experience with human resources information systems preferred) Required: Clearly and consistently demonstrated high quality leadership over an extended period of time KNOWLEDGE/SKILLS/ABILITIES Communication: knows and demonstrates vibrant two-way communication with school leaders and staff members. Must write accurately, using technical language and serve as a solid verbal communicator. Capable of presentations that make technical, complex issues accessible and comprehensible for all. Teamwork: creates and motivates a diverse team. Assists team members in seeing their role as part of an overall effort and something greater than themselves. Leadership: demonstrates extraordinary leadership ability to include strategic planning and visioning, project management, goal setting, and program planning and implementation. Motivation: works to motivate staff members to excel. Knowledge: demonstrated supervisory ability to include selection, development, evaluation, and management of professional staff members. Emotional Intelligence: capable of strong human connection; the ability to manage both their own emotions and understand the emotions of people around you; exhibits self-awareness, self-regulation, motivation, empathy, and social skills. Focus: proven ability to set goals and measures of achievement for said goals, and provide multiple strategies to achieve these goals Multitasking: has excellent time management and problem-solving skills. Flexible team player willing to do what it takes to get the job done; adaptable and enjoys a challenge. Sound Judgement: someone who exhibits sound judgment with the ability to prioritize and make decisions. Self-starter: a detail-oriented self-starter with prior experience in facilitating success, energetic and eager to tackle new projects and ideas. Strong knowledge of employment laws, regulations, and best practices Experience in collective bargaining Understanding of state and federal regulations, and state licensing requirements as they relate to the scope of public education Ability to make sound decisions in accordance with established policies, procedures, and regulations Ability to adapt to changes in plans or activities on short notice Ability to work an irregular work schedule/hours Pass background check ESSENTIAL FUNCTIONS: Successfully complete district assigned trainings, per established deadlines - job specific training will be provided as available Organize and prioritize tasks to meet deadlines Maintain an organized environment Communicate effectively with students, staff, and parents, verbally and in writing Establish and maintain effective working relationships Ability to work independently as well as with a team Work with various employee groups Work collaboratively to support the District vision: Lead with respect, trust, and courage. Ensure an equitable, collaborative, and inclusive culture. Enable all to achieve success. Develop, track, and manage the Department Budget, including alignment to strategic initiatives Strategic planning and implementation of recruitment and selection for instructional and non-instructional staff Handle investigations and employee discipline Manage District employee and labor relations Manage District staffing, including recommending assignments, transfers, dismissals, promotions, leaves of absence, and tenure placements Maintain adequate personnel records for the district Supervise HR Managers, Administrative Assistants, and/or Office Professionals Oversee HR Department including issue resolution related to FMLA, ADA, FLSA, Unemployment, Workers' Compensation, and other HR compliance areas Serve as District FOIA Coordinator, Title II, VII, and IX Compliance Officer Participate and assist in planning of new employee orientation and induction programs Complete Federal, State, and local reports pertaining to the school district and the Human Resources office Develop guidelines and procedures for staff evaluations Support Superintendent in overall administrative efforts Fine motor skills and ability to lift up to 50 pounds unassisted, to lift and move equipment and supplies Able to stand or sit for long periods of time (up to entire shift as tasks require), as well as stoop, squat, bend, crouch, reach, kneel, and climb stairs frequently during the shift Able to ride in a vehicle, as necessary (e.g., training on occasion) Able to work indoors during all seasons/weather/temperatures as permitted ADDITIONAL FUNCTIONS: Communicate effectively via district-assigned email on a daily basis as determined by supervisor Accurately complete electronic time sheets and absence reporting via time keeping system, per assigned deadlines Regular and reliable attendance Consistent and reliable performance of job responsibilities Perform other job responsibilities deemed appropriate by the supervisor/building administrator and/or Superintendent Midland Public Schools is an Equal Opportunity Employer. The district does not discriminate on the basis of race, religion, color, sex, gender, identity, marital status, familial status, genetic information, age, weight, height, national origin, disability, or other legally-protected characteristic, in its programs, activities, or employment and provides equal access to the Boy Scouts and other designated youth groups. The following has been designated to handle inquiries regarding the non-discrimination policies: Associate Superintendent/Human Resources, 600 E. Carpenter Rd., Midland, MI 48640. The employee shall remain free of any alcohol or non-prescribed controlled substance in the workplace throughout his/her employment in the district. District administration reserves the right to alter or amend job descriptions at any time. This job is not limited to any or all of the listed qualifications or functions.

Human Resources Director Classification: HS 01-04 ($61117 - $64941 - $68754 - $72575 - $76394) | Hours: 40 per week Supervisor: President Positions Supervised: Human Resources Specialist Mission Statement: EightCAP, Inc. improves our community by collaborating with private, government, and community organizations to deliver programs that alleviate the causes of poverty and its effects, allowing individuals to become self-sufficient. Role Overview: The Human Resources Director provides strategic leadership aligning HR functions with the agency's mission to alleviate poverty and empower individuals and families. This role ensures compliance with complex federal and state regulations, oversees talent management, and fosters a workplace culture that prioritizes staff engagement, professional development, continuous improvement and high performance, and overall wellness. The HR Director serves as the agency's Equal Opportunity Officer ensuring compliance with relevant laws and regulations. Key Responsibilities: • Strategic HR Leadership: Develop and implement HR strategies that align with organizational goals, support staff well-being, and ensure compliance with federal, state, and local regulations. • Talent Acquisition, Development, and Retention: Design and oversee proactive recruitment strategies to attract mission-driven and talented candidates. Lead onboarding, professional development, and training programs to promote long-term career satisfaction and reduce burnout. Implement succession planning and leadership development initiatives for key agency roles. • Employee Relations, Engagement & Wellness: Cultivate a supportive, value-driven workplace. Advise leadership on employee relations, wellness, conflict resolution, and disciplinary actions. Lead agency-wide recognition and engagement events. • Compensation, Benefits & Workforce Well-Being: Oversee the administration of employee benefits, compensation structures, retirement plan, and wellness programs. Collaborate with leadership to implement workplace policies that support a sustainable and healthy workforce. • 401(k) Plan and Audit Compliance: Oversee the administration of the agency's 401(k) plan, ensuring compliance with federal regulations. Manage the annual 401(k) audit process, coordinating with auditors, finance staff, Audit Committee, and external stakeholders to meet reporting deadlines. • Compliance and Reporting: Maintain compliance with employment laws and regulations, including EEO, ADA, and FMLA. Oversee the development and implementation of the agency's Affirmative Action Plan. • Policy and Management: Develop, revise, and maintain job descriptions and HR policies to reflect current needs and best practices. • HR Metrics and Reporting: Track and analyze HR metrics, preparing reports for the President and Governing Board to support data-driven decision-making. • Confidentiality and Professionalism: Maintain strict confidentiality in all HR matters, fostering trust and professionalism across the organization. • Perform other duties as assigned. Key Competencies • Leadership and Strategy: Aligns HR initiatives with organizational goals and demonstrates leadership in managing complex HR challenges. • Communication and Relationship Building: Builds strong relationships across all levels of the organization through clear, professional communication and collaborative engagement. • Problem-Solving and Decision-Making: Proactively identifies HR challenges and develops innovative solutions to address them. • Compliance Expertise: Ensures organizational compliance with employment laws and HR best practices. • Employee Support and Collaboration: Encourages a workplace culture where all employees feel valued, supported, and are able to contribute effectively. Our Core Values at Work • Accountability: Ensures transparent and effective HR operations that align with organizational objectives and ensures compliance with HR policies and labor regulations. • Communication: Models clear, respectful, and professional communication with staff, supervisors, and governing bodies. • Compassion: Fosters a supportive workplace environment that prioritizes employee well-being and development. • Empowerment: Provides tools, resources, and training to enable staff to thrive in their roles. Minimum Qualifications: • Education: o Bachelor's Degree in Human Resources, or a related field • Experience: 1. At least five years of progressive HR management experience, preferably in a nonprofit or social services setting. 2. Familiarity with grant-funded organizations and related compliance requirements is a plus. • Licenses/Certifications: o Valid Michigan driver's license with a satisfactory driving record. o Professional (SHRM-SCP) certification preferred. • Clearances: o Satisfactory review of Criminal History Check, Central Registry Clearance (DHHS), and FBI fingerprinting.