Corporate Recruiter Jobs in Michigan

Why join us?

Our purpose is design for the good of humankind. It’s the ideal we strive toward each day in everything we do. Being a part of MillerKnoll means being a part of something larger than your work team, or even your brand. We are redefining modern for the 21st century. And our success allows MillerKnoll to support causes that align with our values, so we can build a more sustainable, equitable, and beautiful future for everyone.

About this Opportunity:

The Talent Acquisition Manager is a strategic and operational leader responsible for driving recruitment excellence for our West Michigan operations, manufacturing, and facilities. This role leads a team of four recruiters and one coordinator, ensuring the delivery of top-tier talent through innovative sourcing strategies, operational excellence, and a strong focus on recruiter development. The TA Manager is also responsible for ongoing activities of a results-oriented, metrics-driven strategy for talent acquisition which includes direct sourcing methodology, workforce planning, assessments, delivering training initiatives, and ensuring consistency, compliance, and capability building across the enterprise.

This position is based in West Michigan to support daily recruitment needs for our Michigan-based operations.

What You’ll Do:

• Lead, coach, and develop a high-performing team of recruiters supporting talent acquisition across five manufacturing sites.

• Set clear performance expectations, monitor key recruiting metrics (e.g., time-to-fill, quality of hire), and drive continuous improvement.

• Foster a culture of accountability, collaboration, and innovation within the recruiting team.

• Serve as a subject matter expert and coach for recruiters, fostering a culture of learning and professional growth.

• Oversee full-cycle recruitment for hourly and salaried roles across all five manufacturing sites, ensuring alignment with workforce planning and production needs.

• Partner with plant leadership and HR business partners to understand talent gaps, forecast hiring needs, and implement proactive sourcing strategies.

• Ensure consistent execution of recruitment processes, including candidate sourcing, interviewing, selection, and onboarding.

• Partner with a network of key suppliers (search firms, advertising agencies, background check providers, diversity recruiting resources, relocation specialists, etc.) and manage the relationship and performance of enterprise temporary labor provider including driving a quarterly review process and actively managing the relationship to improve quality, service, and value.

• Standardize tools, templates, and processes to ensure consistency and scalability across regions.

• Build and maintain relationships with key leaders and internal customers across the business as a trusted recruitment advisor to ensure the ability to influence, guide, and drive the attraction, recruiting, and retention of top talent.

• Develop an embedded culture of networking and recruiting among leaders, managers, and employees by driving education for recruiting, developing strong networks, and cultivating external talent.

• Develop and implement innovative sourcing strategies to attract diverse, high-quality talent in competitive labor markets.

• Leverage data and market insights to inform recruiting decisions and optimize talent acquisition strategies.

• Lead or support enterprise-wide initiatives such as employment branding, technology optimization, and vendor management.

• Ensure progressive and contemporary recruitment processes and procedures are utilized consistently throughout the organization that includes utilizing emerging technology/tools to develop strong candidate tracking processes for existing and future candidates.

• Ensure all recruitment activities comply with federal, state, and local employment laws, including OFCCP and affirmative action requirements.

• Maintain and improve applicant tracking systems and reporting tools to support data-driven decision-making.

• Review and update recruitment policies and procedures to reflect evolving best practices and legal standards.

What We’re Looking For:

• Bachelor’s degree in Human Resources, Business, or related field required or equivalent experience.

• 5–7 years of progressive experience in talent acquisition, including at least 3 years managing a recruiting team and significant experience in manufacturing or high-volume environments.

• Proven leadership and team development capabilities.

• Strong understanding of manufacturing workforce dynamics and recruitment challenges.

• Proficiency in applicant tracking systems and recruitment analytics, experience with Workday a plus.

• Excellent communication, stakeholder management, and project execution skills.

Who We Hire?

Simply put, we hire qualified applicants representing a wide range of backgrounds and abilities. MillerKnoll is comprised of people of all abilities, gender identities and expressions, ages, ethnicities, sexual orientations, veterans from every branch of military service, and more. Here, you can bring your whole self to work. We’re committed to equal opportunity employment, including veterans and people with disabilities.

This organization participates in E-Verify Employment Eligibility Verification. In general, MillerKnoll positions are closed within 45 days and are open for applications for a minimum of 5 days. We encourage our prospective candidates to submit their application(s) expediently so as not to miss out on our opportunities. We frequently post new opportunities and encourage prospective candidates to check back often for new postings.

MillerKnoll complies with applicable disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact MillerKnoll Talent Acquisition at careers_help@millerknoll.com.