HR Director Jobs in Michigan
HR Director jobs in Michigan are concentrated in Detroit, Grand Rapids, and Ann Arbor, where manufacturers, health systems, and technology firms maintain large HR functions. Employers like Ford Motor Company, Beaumont Health, and Dow Chemical have long anchored the state's demand for senior HR leaders. The most sought-after specialties are labor relations, talent acquisition strategy, and workforce planning, reflecting Michigan's unionized manufacturing base and its growing healthcare sector. Find a role that fits below and apply directly.
Find HR Director JobsOverview
Open roles33
Top employerFord Motor Company
Top cityDetroit, MI
Cities hiring23
Work type60% Hybrid
Top industryMedical Devices
Showing 5 of 33+ HR Director jobs
Director of Human Resources
We won't show you this job again
New 13h ago
Odawa Casino
Director of Human Resources
Petoskey, Michigan
New 13h ago
Director of Human Resources
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New 13h ago
Odawa Casino
Director of Human Resources
Mackinaw City, Michigan
New 13h ago
Director, HR Business Partner
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Added 1d ago
Ford Motor Company
Director, HR Business Partner
Dearborn, Michigan
Added 1d ago
Director of Human Resources Operations
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Added 1d ago
Marriott International
Director of Human Resources Operations
Detroit, Michigan
Added 1d ago
M
Director of People (HR Manager)
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M
Added 2d ago
Midas Tire & Auto
Director of People (HR Manager)
Southfield, Michigan
Added 2d ago
New 13h ago
Director of Human Resources
Odawa Casino·Petoskey, Michigan
Job functions:
Master's degree in public administration
Job Description
Odawa Casino Resort
Job Description
Job Title:Director of Human Resources
Reports To:General Manager
Department:Executive
Job Code:HRDIR
Job Code:HRDIR
Date Written:01/04/2022
Revision Date:10/01/2026
Position Summary
The Director of Human Resources serves as a strategic business partner and member of the Senior Leadership Team, providing vision, leadership, and direction for all human resources functions of the organization. This position is responsible for developing and executing comprehensive human capital strategies that support organizational objectives, operational excellence, workforce engagement, regulatory compliance, and long-term succession planning.
The Director oversees all aspects of human resources, including talent acquisition, compensation, benefits, employee relations, organizational development, performance management, leadership development, workforce planning, HR technology, team member engagement, and compliance. This position works closely with executive leadership, Tribal leadership, and department leaders to foster a high-performing, inclusive culture while ensuring adherence to applicable Tribal, federal, state, and gaming regulations.
The Director exercises substantial independent judgment and decision-making authority regarding human resources strategy, policy development, workforce initiatives, and departmental operations.
Essential Duties and Responsibilities
Strategic Leadership
- Serve as a trusted advisor to executive leadership on human capital strategy, organizational effectiveness, workforce planning, succession planning, and talent management.
- Develop and implement strategic human resources initiatives aligned with organizational goals, operational objectives, and Tribal priorities.
- Participate as an active member of the Senior Leadership Team by contributing to organizational planning, business strategy, and operational decision-making.
- Evaluate workforce trends, labor market conditions, and industry best practices to ensure the organization remains competitive in attracting and retaining talent.
- Lead organizational change initiatives and promote a culture of accountability, engagement, continuous improvement, and service excellence.
Human Resources Operations
- Direct and oversee all Human Resources functions, including recruitment, onboarding, compensation, benefits, employee relations, HRIS administration, training and development, performance management, and compliance.
- Develop, review, implement, and maintain HR policies, procedures, and programs to support organizational objectives and ensure compliance with applicable laws and regulations.
- Ensure compliance with Tribal, federal, state, gaming, and employment laws and regulations.
- Maintain the integrity, confidentiality, and security of personnel information and employment records.
Talent Acquisition and Workforce Development
- Provide strategic oversight of recruitment, selection, onboarding, and retention initiatives.
- Lead executive-level recruitment efforts, employment negotiations, and workforce planning activities.
- Ensure the organization's hiring practices support diversity, equity, inclusion, and applicable Tribal hiring preference requirements.
- Develop and implement succession planning strategies to ensure leadership continuity throughout the organization.
- Partner with operational leaders to identify talent gaps and establish workforce development strategies.
Compensation and Benefits Administration
- Serve as Chairperson of the Compensation Oversight Strategic Team (COST), providing strategic leadership and governance of the organization's compensation philosophy, pay programs, salary structures, market competitiveness, and internal equity practices. Facilitate compensation review and recommendation processes and, with approval of the General Manager, authorize compensation decisions that support organizational objectives, financial sustainability, regulatory compliance, and employee retention.
- Direct the design, implementation, and ongoing administration of compensation programs, including job evaluation, position classification, market pricing, salary structure development, pay administration, and compensation analysis.
- Lead compensation planning activities and provide recommendations regarding base pay adjustments, promotional increases, incentive compensation, and total rewards strategies to ensure alignment with organizational goals and labor market conditions.
- Oversee the administration of employee benefits, leave of absence programs, wellness initiatives, workers' compensation, and unemployment claims, ensuring compliance with applicable laws, regulations, and organizational policies.
- Manage relationships with benefit providers, consultants, and other HR service vendors, including contract administration, performance evaluation, and negotiation of services to optimize value and employee experience.
Employee Relations and Organizational Culture
- Foster a positive and productive workplace culture that promotes employee engagement, collaboration, accountability, and professional growth.
- Provide guidance to leaders regarding employee relations matters, workplace investigations, performance improvement plans, and corrective action.
- Lead employee engagement initiatives, recognition programs, wellness activities, and organizational culture efforts.
- Resolve complex employee concerns and workplace issues while ensuring fair and consistent application of policies and procedures.
- Promote a culture that aligns with organizational values and supports exceptional guest and team member experiences.
Leadership and Department Management
- Has authority to hire, terminate, promote, demote, transfer, provide training opportunities, recommend merit increases, evaluate performance, create and adjust performance standards, create and/or delegate staff scheduling, invoke disciplinary action and demonstrate the fair and equitable treatment of all Team Members.
- Lead, mentor, develop, and evaluate Human Resources team members.
- Establish departmental goals, performance metrics, and service standards.
- Ensure effective staffing, training, and development of Human Resources personnel.
- Develop future HR leaders through coaching, succession planning, and professional development opportunities.
- Maintain accountability for departmental performance and operational effectiveness.
Financial and Administrative Responsibilities
- Develop, administer, and manage the Human Resources operating and capital budgets.
- Analyze labor trends, workforce metrics, turnover data, and staffing forecasts to support informed business decisions.
- Prepare and present reports, recommendations, and workforce analytics to executive leadership and governing bodies as required.
- Monitor and manage departmental resources to ensure financial stewardship and operational efficiency.
Additional Responsibilities
- Maintain current knowledge of employment law, industry trends, gaming regulations, and emerging HR best practices.
- Attend meetings, conferences, training programs, and professional development activities as required.
- Travel between properties and other locations as necessary.
- Perform other duties as assigned within the scope and responsibility of the position.
System Access: Forms Database, Great Plains, HRIS, Endura Player, GIMS, DocuLink, and MS Office Suite
Upholds Odawa Casino Mission statement in all aspects of position:
Mission:
Bringing you the THRILL of the win and the FUN of the game, served with a side
of real-deal HOSPITALITY.
Values:
We create a culture that provides:
- Create the THRILL
- Lead with FUN
- Serve with Real-Deal HOSPITALITY
- One Team, One Experience
- Own the Moment
- Do What’s Right – Always
- Level Up Every Day
Minimum Qualifications:
Education and Experience
Required
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Organizational Development, Labor Relations, or a closely related field.
- Minimum of ten (10) years of progressively responsible Human Resources experience.
- Minimum of five (5) years of senior-level Human Resources leadership experience with responsibility for multiple HR functions.
- Demonstrated experience leading recruitment, employee relations, compensation, benefits, performance management, HRIS, and organizational development initiatives.
- Experience managing and developing professional staff and leaders.
- Experience participating as a member of an executive or senior leadership team.
- Experience managing departmental budgets and strategic workforce planning.
Preferred
- Master's degree in Human Resources, Business Administration (MBA), Organizational Leadership, Public Administration, or related field.
- Seven (7) or more years of senior Human Resources leadership experience.
- Experience in tribal gaming, casino operations, hospitality, resort operations, Tribal government, or other highly regulated industries.
- Knowledge of Tribal laws and regulations preferred.
- Experience supporting organizations with 500 or more employees.
- Experience leading compensation strategy, executive recruitment, succession planning, and organizational development initiatives.
Preferred Professional Certifications
One or more of the following certifications are preferred:
- SHRM-SCP (Society for Human Resource Management Senior Certified Professional)
- SPHR (Senior Professional in Human Resources)
- CCP (Certified Compensation Professional)
- CEBS (Certified Employee Benefit Specialist)
Knowledge, Skills, and Abilities
- Extensive knowledge of federal, state, and employment laws and regulations.
- Strong expertise in compensation administration, job evaluation, salary structure design, and benefits management.
- Comprehensive understanding of HRIS systems, workforce analytics, and human capital reporting.
- Strong business acumen and financial management skills.
- Demonstrated ability to analyze workforce data and make strategic recommendations.
- Excellent leadership, communication, conflict resolution, and relationship-building skills.
- Ability to exercise sound judgment, discretion, and confidentiality.
- Strong presentation, facilitation, negotiation, and executive coaching abilities.
- Ability to foster collaboration and influence decision-making across all organizational levels.
- Must be able to obtain a gaming license in accordance with the regulations established by the LTBB Gaming Regulatory Commission and be able to serve in the position under any other applicable law.
Preference: Applies to Native Americans in accordance with applicable tribal law.
Odawa Casino
Director of Human Resources
Petoskey, Michigan
New 13h ago
Job functions:
Master's degree in public administration
Job Description
Odawa Casino Resort
Job Description
Job Title:Director of Human Resources
Reports To:General Manager
Department:Executive
Job Code:HRDIR
Job Code:HRDIR
Date Written:01/04/2022
Revision Date:10/01/2026
Position Summary
The Director of Human Resources serves as a strategic business partner and member of the Senior Leadership Team, providing vision, leadership, and direction for all human resources functions of the organization. This position is responsible for developing and executing comprehensive human capital strategies that support organizational objectives, operational excellence, workforce engagement, regulatory compliance, and long-term succession planning.
The Director oversees all aspects of human resources, including talent acquisition, compensation, benefits, employee relations, organizational development, performance management, leadership development, workforce planning, HR technology, team member engagement, and compliance. This position works closely with executive leadership, Tribal leadership, and department leaders to foster a high-performing, inclusive culture while ensuring adherence to applicable Tribal, federal, state, and gaming regulations.
The Director exercises substantial independent judgment and decision-making authority regarding human resources strategy, policy development, workforce initiatives, and departmental operations.
Essential Duties and Responsibilities
Strategic Leadership
- Serve as a trusted advisor to executive leadership on human capital strategy, organizational effectiveness, workforce planning, succession planning, and talent management.
- Develop and implement strategic human resources initiatives aligned with organizational goals, operational objectives, and Tribal priorities.
- Participate as an active member of the Senior Leadership Team by contributing to organizational planning, business strategy, and operational decision-making.
- Evaluate workforce trends, labor market conditions, and industry best practices to ensure the organization remains competitive in attracting and retaining talent.
- Lead organizational change initiatives and promote a culture of accountability, engagement, continuous improvement, and service excellence.
Human Resources Operations
- Direct and oversee all Human Resources functions, including recruitment, onboarding, compensation, benefits, employee relations, HRIS administration, training and development, performance management, and compliance.
- Develop, review, implement, and maintain HR policies, procedures, and programs to support organizational objectives and ensure compliance with applicable laws and regulations.
- Ensure compliance with Tribal, federal, state, gaming, and employment laws and regulations.
- Maintain the integrity, confidentiality, and security of personnel information and employment records.
Talent Acquisition and Workforce Development
- Provide strategic oversight of recruitment, selection, onboarding, and retention initiatives.
- Lead executive-level recruitment efforts, employment negotiations, and workforce planning activities.
- Ensure the organization's hiring practices support diversity, equity, inclusion, and applicable Tribal hiring preference requirements.
- Develop and implement succession planning strategies to ensure leadership continuity throughout the organization.
- Partner with operational leaders to identify talent gaps and establish workforce development strategies.
Compensation and Benefits Administration
- Serve as Chairperson of the Compensation Oversight Strategic Team (COST), providing strategic leadership and governance of the organization's compensation philosophy, pay programs, salary structures, market competitiveness, and internal equity practices. Facilitate compensation review and recommendation processes and, with approval of the General Manager, authorize compensation decisions that support organizational objectives, financial sustainability, regulatory compliance, and employee retention.
- Direct the design, implementation, and ongoing administration of compensation programs, including job evaluation, position classification, market pricing, salary structure development, pay administration, and compensation analysis.
- Lead compensation planning activities and provide recommendations regarding base pay adjustments, promotional increases, incentive compensation, and total rewards strategies to ensure alignment with organizational goals and labor market conditions.
- Oversee the administration of employee benefits, leave of absence programs, wellness initiatives, workers' compensation, and unemployment claims, ensuring compliance with applicable laws, regulations, and organizational policies.
- Manage relationships with benefit providers, consultants, and other HR service vendors, including contract administration, performance evaluation, and negotiation of services to optimize value and employee experience.
Employee Relations and Organizational Culture
- Foster a positive and productive workplace culture that promotes employee engagement, collaboration, accountability, and professional growth.
- Provide guidance to leaders regarding employee relations matters, workplace investigations, performance improvement plans, and corrective action.
- Lead employee engagement initiatives, recognition programs, wellness activities, and organizational culture efforts.
- Resolve complex employee concerns and workplace issues while ensuring fair and consistent application of policies and procedures.
- Promote a culture that aligns with organizational values and supports exceptional guest and team member experiences.
Leadership and Department Management
- Has authority to hire, terminate, promote, demote, transfer, provide training opportunities, recommend merit increases, evaluate performance, create and adjust performance standards, create and/or delegate staff scheduling, invoke disciplinary action and demonstrate the fair and equitable treatment of all Team Members.
- Lead, mentor, develop, and evaluate Human Resources team members.
- Establish departmental goals, performance metrics, and service standards.
- Ensure effective staffing, training, and development of Human Resources personnel.
- Develop future HR leaders through coaching, succession planning, and professional development opportunities.
- Maintain accountability for departmental performance and operational effectiveness.
Financial and Administrative Responsibilities
- Develop, administer, and manage the Human Resources operating and capital budgets.
- Analyze labor trends, workforce metrics, turnover data, and staffing forecasts to support informed business decisions.
- Prepare and present reports, recommendations, and workforce analytics to executive leadership and governing bodies as required.
- Monitor and manage departmental resources to ensure financial stewardship and operational efficiency.
Additional Responsibilities
- Maintain current knowledge of employment law, industry trends, gaming regulations, and emerging HR best practices.
- Attend meetings, conferences, training programs, and professional development activities as required.
- Travel between properties and other locations as necessary.
- Perform other duties as assigned within the scope and responsibility of the position.
System Access: Forms Database, Great Plains, HRIS, Endura Player, GIMS, DocuLink, and MS Office Suite
Upholds Odawa Casino Mission statement in all aspects of position:
Mission:
Bringing you the THRILL of the win and the FUN of the game, served with a side
of real-deal HOSPITALITY.
Values:
We create a culture that provides:
- Create the THRILL
- Lead with FUN
- Serve with Real-Deal HOSPITALITY
- One Team, One Experience
- Own the Moment
- Do What’s Right – Always
- Level Up Every Day
Minimum Qualifications:
Education and Experience
Required
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Organizational Development, Labor Relations, or a closely related field.
- Minimum of ten (10) years of progressively responsible Human Resources experience.
- Minimum of five (5) years of senior-level Human Resources leadership experience with responsibility for multiple HR functions.
- Demonstrated experience leading recruitment, employee relations, compensation, benefits, performance management, HRIS, and organizational development initiatives.
- Experience managing and developing professional staff and leaders.
- Experience participating as a member of an executive or senior leadership team.
- Experience managing departmental budgets and strategic workforce planning.
Preferred
- Master's degree in Human Resources, Business Administration (MBA), Organizational Leadership, Public Administration, or related field.
- Seven (7) or more years of senior Human Resources leadership experience.
- Experience in tribal gaming, casino operations, hospitality, resort operations, Tribal government, or other highly regulated industries.
- Knowledge of Tribal laws and regulations preferred.
- Experience supporting organizations with 500 or more employees.
- Experience leading compensation strategy, executive recruitment, succession planning, and organizational development initiatives.
Preferred Professional Certifications
One or more of the following certifications are preferred:
- SHRM-SCP (Society for Human Resource Management Senior Certified Professional)
- SPHR (Senior Professional in Human Resources)
- CCP (Certified Compensation Professional)
- CEBS (Certified Employee Benefit Specialist)
Knowledge, Skills, and Abilities
- Extensive knowledge of federal, state, and employment laws and regulations.
- Strong expertise in compensation administration, job evaluation, salary structure design, and benefits management.
- Comprehensive understanding of HRIS systems, workforce analytics, and human capital reporting.
- Strong business acumen and financial management skills.
- Demonstrated ability to analyze workforce data and make strategic recommendations.
- Excellent leadership, communication, conflict resolution, and relationship-building skills.
- Ability to exercise sound judgment, discretion, and confidentiality.
- Strong presentation, facilitation, negotiation, and executive coaching abilities.
- Ability to foster collaboration and influence decision-making across all organizational levels.
- Must be able to obtain a gaming license in accordance with the regulations established by the LTBB Gaming Regulatory Commission and be able to serve in the position under any other applicable law.
Preference: Applies to Native Americans in accordance with applicable tribal law.
See All 33 HR Director Jobs in Michigan
Find roles in Michigan that match your experience and apply in just a few clicks.
Find HR Director JobsHR Director Jobs by City in Michigan
Where Michigan roles are concentrated, by current openings.
Detroit
5 jobsDearborn
3 jobsAnn Arbor
3 jobsSouthfield
2 jobsEaton Rapids
2 jobsTroy
1 jobFlint
1 jobWixom
1 jobAlpena
1 jobHolland
1 jobLansing
1 jobLivonia
1 jobMuskegon
1 jobPetoskey
1 jobPlymouth
1 jobWest Olive
1 jobGarden City
1 jobBattle Creek
1 jobByron Center
1 jobBeverly Hills
1 jobMackinaw City
1 jobClinton Township
1 jobFarmington Hills
1 jobHR Director Job Market in Michigan
A snapshot from current Michigan openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Medical Devices
- Science & Research
- Manufacturing
- Consulting & Professional Services
What Michigan Employers Look For
The qualifications that appear most often in HR director jobs across Michigan.
- Bachelor's degree in human resources, business administration, or a related field required
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification strongly preferred by Michigan employers
- Seven or more years of progressive HR experience including at least three in a leadership role
- Demonstrated experience managing labor relations or union contract negotiations in Michigan industries
- Proven ability to lead HR teams across multiple Michigan sites or business units
- Familiarity with Michigan Employment Security Act and Michigan Whistleblowers Protection Act compliance
HR Director Jobs in Michigan: Frequently Asked Questions
How do you become a hr director in Michigan?
Most hr directors in Michigan start with a bachelor's degree in human resources, business, or organizational development and build experience across generalist or specialist HR roles before moving into leadership. Michigan does not require a state-issued license for HR practice, but earning a nationally recognized credential such as the SHRM-SCP or SPHR significantly strengthens candidacy. Large Michigan employers, particularly in manufacturing and healthcare, typically promote from within after candidates demonstrate strong employee relations and compliance experience.
How much do HR directors make in Michigan?
HR directors in Michigan earn a median of about $138,930 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $88,990 for the lowest 10% to over $224,880 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr directors in Michigan?
Employers hiring hr directors in Michigan right now include Ford Motor Company, NSF, and Odawa Casino, based on current listings on Migrate Mate as of October 2026. Michigan's manufacturing, healthcare, and financial services sectors generate the most consistent demand for senior HR leadership across the state.
Which Michigan cities have the most hr director jobs?
Detroit, Dearborn, and Ann Arbor account for the greatest concentration of hr director openings in Michigan. Detroit and its suburbs drive demand through the automotive and healthcare industries, while Grand Rapids has grown as a hub for medical device manufacturers, food companies, and regional health systems that maintain dedicated HR leadership teams.
Are there remote hr director jobs in Michigan?
Yes, though they are less common than in purely analytical fields, since hr directors frequently handle on-site employee relations, investigations, and leadership meetings. About 60% of hr director openings tied to Michigan are remote or hybrid as of October 2026, with hybrid arrangements more prevalent than fully remote. Strategic and corporate HR roles at large Michigan headquarters tend to offer the most schedule flexibility.
How can I get hired as a hr director in Michigan with little or no experience?
The most realistic path is to enter through an HR generalist, HR business partner, or HR manager role and build toward the director level over several years. Michigan's large automotive manufacturers, regional health systems like Spectrum Health, and university systems often post structured HR leadership development programs aimed at associates with a few years of experience. Earning a SHRM-CP credential early and gaining exposure to Michigan-specific labor law and union environments makes candidates meaningfully more competitive for director-level roles.
Where can I find and apply to hr director jobs in Michigan?
You can find and apply to hr director jobs in Michigan on Migrate Mate, which lists current openings across the state. Search the listings, find roles that match your background and location, and apply directly to the employers posting them.
See All 33 HR Director Jobs in Michigan
Find roles in Michigan that match your experience and apply in just a few clicks.
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