Talent Manager Jobs in Michigan
Talent Manager jobs in Michigan are concentrated in Detroit, Grand Rapids, and Ann Arbor, where large employers across automotive, healthcare, and professional services maintain active talent acquisition teams. Companies like General Motors, Ford Motor Company, and Henry Ford Health have long-standing talent management functions that hire across every seniority level, from coordinators to senior directors. The most in-demand specialties are organizational development, recruiting operations, and workforce planning tied to manufacturing and healthcare growth. Scan the live roles below and apply to whichever ones fit.
Find Talent Manager JobsOverview
Showing 5 of 9+ Talent Manager jobs
Your Career. Your Impact. Your Future.
At Gentherm, we believe the next big breakthrough begins with you. As a global leader in thermal management and pneumatic comfort technologies, we develop advanced systems that deliver meaningful solutions to enhance health, wellness, comfort, and efficiency in everyday life. Our products and innovations are created for you, by you.
Be part of our team where a human-centric mindset drives everything we do—from the technologies we build to the careers we support. With decades of expertise, we have pioneered advanced solutions that have become a standard expectation for consumers around the world.
The same thoughtful approach we take in developing our technologies guides how we support your career: purposeful, impactful, and tailored to you. Because when you thrive, innovation thrives.
Talent Acquisition Program Manager
IMPACT and OPPORTUNITY
The Talent Acquisition Program Manager will play a key role in shaping how we attract, engage, and hire the talent that drives our business forward. This position will lead the development, implementation, and continuous improvement of global talent acquisition programs that strengthen our employer brand, elevate the candidate experience, and enable our teams to attract high-performing talent across the organization.
You will build scalable, innovative talent programs with global impact—partnering cross-functionally with Talent Acquisition, HR, business leaders, and other key stakeholders to translate business priorities into meaningful talent strategies. The successful candidate will bring a strategic mindset, strong program management capabilities, and a passion for creating talent solutions that support both today’s needs and tomorrow’s growth.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
- Design, document, and roll out standardized talent acquisition procedures, workflows, and programs across all sites.
- Drive harmonization of recruiting practices across sites and regions, identifying inconsistencies and building scalable, repeatable processes that can flex to local needs where required.
- Partner with HR leadership to translate strategic priorities (e.g., sourcing, diversity recruitment, assessment/selection methodology, employee referral programs, onboarding) into operational programs, toolkits, and playbooks that recruiters and hiring managers can execute consistently.
- Use data and recruiter/hiring manager feedback to identify gaps in existing programs or processes and recommend improvements. Use data from new hire feedback on how to improve the talent acquisition process.
- Examine and influence overall TA spend for efficiency.
- Use new technology to augment TA process improvement.
- Own the lifecycle of TA programs from design through implementation, adoption, and continuous improvement — gathering feedback from site-level recruiters and HRBPs to refine processes over time.
- Develop training materials, job aids, and onboarding resources to ensure new and existing TA team members can execute standardized processes effectively.
- Serve as the primary business owner and subject matter expert for TA systems, including the SuccessFactors Applicant Tracking System (ATS).
- Identify opportunities to improve, configure, and optimize TA systems and platforms to support process efficiency, data integrity, and user experience for candidates, recruiters, and hiring managers.
- Partner with IT and HRIS teams on system enhancements, upgrades, testing, and issue resolution; act as the liaison between the TA function and technical teams.
- Maintain system documentation, user guides, and governance standards to ensure consistent platform use across sites.
- Establish and track key TA process and program metrics to measure adoption, effectiveness, and consistency across sites.
- Provide direct recruiting support for select executive-level and other high-visibility searches as needed, partnering closely with TA and business leadership to ensure a white-glove candidate experience.
- The information is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor are they intended to be an all-inclusive list of the skills and abilities required to do the job. Duties and responsibilities may change at any time.
MINIMUM QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, or a closely related field.
- 7+ years of experience in talent acquisition, HR programs, or TA operations, including direct experience building or rolling out standardized processes across multiple sites or regions.
- Hands-on experience administering and optimizing an ATS (SuccessFactors strongly preferred); comfort partnering with IT/HRIS on system configuration and troubleshooting.
- Demonstrated project/program management skills, with the ability to manage multiple initiatives simultaneously and drive them to completion.
- Strong data analysis skills, with the ability to turn recruiting metrics into actionable insights and process improvements.
- Excellent written, verbal, and visual communication skills, including the ability to create clear process documentation and training materials.
PREFERRED QUALIFICATIONS
- Experience supporting or directly recruiting for executive-level roles.
- Change management experience, particularly related to process standardization or systems rollouts across a global or multi-site organization.
- Familiarity with TA compliance requirements (e.g., background checks, OFCCP, data privacy).
- Experience working in a manufacturing or multi-site global organization.
NICE TO KNOW
Travel: < 15% global
Leadership Responsibilities: Manages a team of 1
Gentherm is an Equal Opportunity Employer. We are committed to building an inclusive culture through Our Network of Engagement (ONE) where we value our differences and work together to positively impact the lives of our employees, customers, and communities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, genetic information, sexual orientation, gender identity, disability, or protected veteran status.
Nearest Major Market: Detroit
Job Segment: Program Manager, Recruiting, Business Process, Change Management, Data Analyst, Management, Human Resources, Data
Your Career. Your Impact. Your Future.
At Gentherm, we believe the next big breakthrough begins with you. As a global leader in thermal management and pneumatic comfort technologies, we develop advanced systems that deliver meaningful solutions to enhance health, wellness, comfort, and efficiency in everyday life. Our products and innovations are created for you, by you.
Be part of our team where a human-centric mindset drives everything we do—from the technologies we build to the careers we support. With decades of expertise, we have pioneered advanced solutions that have become a standard expectation for consumers around the world.
The same thoughtful approach we take in developing our technologies guides how we support your career: purposeful, impactful, and tailored to you. Because when you thrive, innovation thrives.
Talent Acquisition Program Manager
IMPACT and OPPORTUNITY
The Talent Acquisition Program Manager will play a key role in shaping how we attract, engage, and hire the talent that drives our business forward. This position will lead the development, implementation, and continuous improvement of global talent acquisition programs that strengthen our employer brand, elevate the candidate experience, and enable our teams to attract high-performing talent across the organization.
You will build scalable, innovative talent programs with global impact—partnering cross-functionally with Talent Acquisition, HR, business leaders, and other key stakeholders to translate business priorities into meaningful talent strategies. The successful candidate will bring a strategic mindset, strong program management capabilities, and a passion for creating talent solutions that support both today’s needs and tomorrow’s growth.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
- Design, document, and roll out standardized talent acquisition procedures, workflows, and programs across all sites.
- Drive harmonization of recruiting practices across sites and regions, identifying inconsistencies and building scalable, repeatable processes that can flex to local needs where required.
- Partner with HR leadership to translate strategic priorities (e.g., sourcing, diversity recruitment, assessment/selection methodology, employee referral programs, onboarding) into operational programs, toolkits, and playbooks that recruiters and hiring managers can execute consistently.
- Use data and recruiter/hiring manager feedback to identify gaps in existing programs or processes and recommend improvements. Use data from new hire feedback on how to improve the talent acquisition process.
- Examine and influence overall TA spend for efficiency.
- Use new technology to augment TA process improvement.
- Own the lifecycle of TA programs from design through implementation, adoption, and continuous improvement — gathering feedback from site-level recruiters and HRBPs to refine processes over time.
- Develop training materials, job aids, and onboarding resources to ensure new and existing TA team members can execute standardized processes effectively.
- Serve as the primary business owner and subject matter expert for TA systems, including the SuccessFactors Applicant Tracking System (ATS).
- Identify opportunities to improve, configure, and optimize TA systems and platforms to support process efficiency, data integrity, and user experience for candidates, recruiters, and hiring managers.
- Partner with IT and HRIS teams on system enhancements, upgrades, testing, and issue resolution; act as the liaison between the TA function and technical teams.
- Maintain system documentation, user guides, and governance standards to ensure consistent platform use across sites.
- Establish and track key TA process and program metrics to measure adoption, effectiveness, and consistency across sites.
- Provide direct recruiting support for select executive-level and other high-visibility searches as needed, partnering closely with TA and business leadership to ensure a white-glove candidate experience.
- The information is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor are they intended to be an all-inclusive list of the skills and abilities required to do the job. Duties and responsibilities may change at any time.
MINIMUM QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, or a closely related field.
- 7+ years of experience in talent acquisition, HR programs, or TA operations, including direct experience building or rolling out standardized processes across multiple sites or regions.
- Hands-on experience administering and optimizing an ATS (SuccessFactors strongly preferred); comfort partnering with IT/HRIS on system configuration and troubleshooting.
- Demonstrated project/program management skills, with the ability to manage multiple initiatives simultaneously and drive them to completion.
- Strong data analysis skills, with the ability to turn recruiting metrics into actionable insights and process improvements.
- Excellent written, verbal, and visual communication skills, including the ability to create clear process documentation and training materials.
PREFERRED QUALIFICATIONS
- Experience supporting or directly recruiting for executive-level roles.
- Change management experience, particularly related to process standardization or systems rollouts across a global or multi-site organization.
- Familiarity with TA compliance requirements (e.g., background checks, OFCCP, data privacy).
- Experience working in a manufacturing or multi-site global organization.
NICE TO KNOW
Travel: < 15% global
Leadership Responsibilities: Manages a team of 1
Gentherm is an Equal Opportunity Employer. We are committed to building an inclusive culture through Our Network of Engagement (ONE) where we value our differences and work together to positively impact the lives of our employees, customers, and communities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, genetic information, sexual orientation, gender identity, disability, or protected veteran status.
Nearest Major Market: Detroit
Job Segment: Program Manager, Recruiting, Business Process, Change Management, Data Analyst, Management, Human Resources, Data
See All 9 Talent Manager Jobs in Michigan
Find roles in Michigan that match your experience and apply in just a few clicks.
Find Talent Manager JobsTalent Manager Jobs by City in Michigan
Where Michigan roles are concentrated, by current openings.
Talent Manager Job Market in Michigan
A snapshot from current Michigan openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Automotive
- Technology & Software
What Michigan Employers Look For
The qualifications that appear most often in talent manager jobs across Michigan.
- Bachelor's degree in human resources, business administration, or a related field
- Three or more years of experience in talent acquisition, HR, or people operations
- Proficiency with applicant tracking systems such as Workday or iCIMS
- Demonstrated ability to partner with hiring managers across multiple business units
- Experience building sourcing pipelines for hard-to-fill or high-volume roles
- Strong knowledge of employment law and equitable hiring practices in Michigan
Talent Manager Jobs in Michigan: Frequently Asked Questions
How do you become a talent manager in Michigan?
Most talent manager roles in Michigan require a bachelor's degree in human resources, business, or a closely related field. While Michigan does not issue a state license for talent managers, employers widely recognize credentials from the Society for Human Resource Management, such as the SHRM-CP or SHRM-SCP, as well as the PHR from the HR Certification Institute. Gaining experience in recruiting, HR generalist work, or workforce planning within Michigan's automotive or healthcare sectors is the most common path forward.
How much do talent managers make in Michigan?
Talent managers in Michigan earn a median of about $82,440 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $31,240 for the lowest 10% to over $147,180 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire talent managers in Michigan?
Companies currently hiring talent managers in Michigan include Robert Half, Optimal Care, and GENTHERM, per current listings on Migrate Mate as of August 2026. Michigan's concentration of large automotive manufacturers, integrated health systems, and financial services firms means talent management demand is relatively consistent throughout the year.
Which Michigan cities have the most talent manager jobs?
Novi, Ottawa, and Detroit have the most talent manager openings in Michigan. Detroit leads because of its density of automotive headquarters, healthcare systems, and corporate professional services firms, while Grand Rapids draws openings from its growing medical device and life sciences sector, and Ann Arbor benefits from the presence of the University of Michigan health system and a strong technology employer base.
Are there remote talent manager jobs in Michigan?
Yes, and more than most fields, because talent management work centers on digital communication, ATS platforms, and video interviewing rather than on-site presence. About 50% of talent manager openings tied to Michigan are remote or hybrid as of August 2026, reflecting how broadly employers have accepted distributed HR functions. Sourcing, employer branding, and recruiting operations roles tend to be the most remote-friendly specialties within talent management.
How can I get hired as a talent manager in Michigan with little or no experience?
The most realistic entry path is starting in a recruiting coordinator or HR assistant role, which large Michigan employers like Beaumont Health, Stellantis, and the University of Michigan regularly hire without requiring prior management experience. Moving laterally from roles in scheduling, staffing agency work, or people operations gives candidates a strong foundation. Earning a SHRM-CP credential or completing Michigan Works workforce development programs signals commitment and gives candidates a concrete edge when applying to coordinator-level openings.
Where can I find and apply to talent manager jobs in Michigan?
You can find and apply to talent manager jobs in Michigan on Migrate Mate, which lists current Michigan openings updated on an ongoing basis. Search the roles available, find the ones that fit your experience and target location, and apply directly to the employers posting them.
See All 9 Talent Manager Jobs in Michigan
Find roles in Michigan that match your experience and apply in just a few clicks.
Find Talent Manager Jobs