Fashion & Apparel H-1B Sponsorship Jobs in Michigan
H-1B visa sponsorship jobs in Michigan's fashion and apparel sector are concentrated among retailers, specialty manufacturers, and design studios operating across Detroit, Grand Rapids, and Ann Arbor. Companies like Meijer and Shinola have maintained sponsorship histories, and the state's manufacturing base supports technical roles in product development, textile engineering, and supply chain management that commonly qualify for H-1B classification.
See All Fashion & Apparel JobsOverview
Showing 5 of 50+ Fashion & Apparel H-1B Sponsorship Jobs in Michigan
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
See all 50+ Fashion & Apparel H-1B Sponsorship Jobs in Michigan
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Fashion & Apparel H-1B Sponsorship Jobs in Michigan.
Get Access To All JobsWhy 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
Provide comprehensive, professional human resources leadership and support to associates at the Spring Lake Manufacturing facilities. This role partners closely with operations leadership to deliver effective people strategies across performance management, employee relations, talent development, workforce planning, and change management, while ensuring compliance with U.S. employment laws and company policies. The position is based onsite in Spring Lake, Michigan, with limited travel as needed to other U.S. locations.
ESSENTIAL FUNCTIONS
- Lead, coach, and develop a team of Human Resources Business Partners (HRBPs), providing direction, prioritization, and ongoing feedback while building HR capability and consistency across the site.
- Serve as an active Human Resources Business Partner for assigned client areas, providing hands-on support alongside HRBP team members.
- Partner with Operations leaders to support workforce planning, succession planning, and talent reviews across the manufacturing organization.
- Provide hands-on employee relations support, including coaching leaders through performance management, corrective action, investigations, disciplinary actions, and grievance resolution; directly lead complex or escalated cases as needed.
- Lead and support change management initiatives related to organizational changes, restructures, and operational improvements.
- Advise managers and associates on HR policies, procedures, and U.S. employment law requirements, ensuring fair, consistent, and compliant application.
- Support absence and attendance management processes, including return-to-work conversations and coordination with Occupational Health or disability/leave partners, as applicable.
- Partner with labor relations stakeholders, as applicable, supporting union or associate representative relationships and related meetings.
- Support hourly and salaried talent processes including hiring, onboarding, development, and retention in partnership with Talent Acquisition.
- Partner with Compensation & Benefits and Payroll teams to support accurate execution of pay, benefits, and related processes for the site population.
- Review, interpret, and implement company HR policies and procedures, ensuring alignment with U.S. federal, state, and local legislation.
- Lead or contribute to HR projects and continuous improvement initiatives aligned with operational and enterprise priorities.
- Monitor HR-related metrics (e.g., turnover, engagement, absence) and partner with leaders and HRBPs on action planning.
- Support employee engagement efforts and culture initiatives to strengthen the associate experience and inclusion at the site.
- Serve as a trusted advisor to Operations leadership while modeling company values and people leadership expectations.
- Ability to work on-site five (5) days per week.
ADDITIONAL RESPONSIBILITIES
- Performs additional duties and special projects as assigned to support business objectives.
QUALIFICATIONS
- To perform this job successfully, an individual must be able to perform each essential function satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education & Experience
- Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.
- 7-10 years progressive HR experience supporting manufacturing or operations environments preferred.
- Demonstrated experience in employee relations, performance management, and change management within a U.S.-based organization.
- Experience leading people preferred.
Licenses & Certifications
- PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.
Skills & Abilities
- Strong working knowledge of U.S. employment laws and HR best practices.
- Ability to partner effectively with operations leaders in a fast-paced manufacturing environment.
- Sound judgment, discretion, and the ability to handle sensitive matters professionally.
- Strong communication, coaching, and conflict resolution skills.
- Proven problem-solving skills with a continuous improvement mindset.
- Ability to work independently while collaborating effectively with enterprise HR partners.
PHYSICAL DEMANDS
- The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to perform all essential functions of the position with or without accommodation.
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.
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
Provide comprehensive, professional human resources leadership and support to associates at the Spring Lake Manufacturing facilities. This role partners closely with operations leadership to deliver effective people strategies across performance management, employee relations, talent development, workforce planning, and change management, while ensuring compliance with U.S. employment laws and company policies. The position is based onsite in Spring Lake, Michigan, with limited travel as needed to other U.S. locations.
ESSENTIAL FUNCTIONS
- Lead, coach, and develop a team of Human Resources Business Partners (HRBPs), providing direction, prioritization, and ongoing feedback while building HR capability and consistency across the site.
- Serve as an active Human Resources Business Partner for assigned client areas, providing hands-on support alongside HRBP team members.
- Partner with Operations leaders to support workforce planning, succession planning, and talent reviews across the manufacturing organization.
- Provide hands-on employee relations support, including coaching leaders through performance management, corrective action, investigations, disciplinary actions, and grievance resolution; directly lead complex or escalated cases as needed.
- Lead and support change management initiatives related to organizational changes, restructures, and operational improvements.
- Advise managers and associates on HR policies, procedures, and U.S. employment law requirements, ensuring fair, consistent, and compliant application.
- Support absence and attendance management processes, including return-to-work conversations and coordination with Occupational Health or disability/leave partners, as applicable.
- Partner with labor relations stakeholders, as applicable, supporting union or associate representative relationships and related meetings.
- Support hourly and salaried talent processes including hiring, onboarding, development, and retention in partnership with Talent Acquisition.
- Partner with Compensation & Benefits and Payroll teams to support accurate execution of pay, benefits, and related processes for the site population.
- Review, interpret, and implement company HR policies and procedures, ensuring alignment with U.S. federal, state, and local legislation.
- Lead or contribute to HR projects and continuous improvement initiatives aligned with operational and enterprise priorities.
- Monitor HR-related metrics (e.g., turnover, engagement, absence) and partner with leaders and HRBPs on action planning.
- Support employee engagement efforts and culture initiatives to strengthen the associate experience and inclusion at the site.
- Serve as a trusted advisor to Operations leadership while modeling company values and people leadership expectations.
- Ability to work on-site five (5) days per week.
ADDITIONAL RESPONSIBILITIES
- Performs additional duties and special projects as assigned to support business objectives.
QUALIFICATIONS
- To perform this job successfully, an individual must be able to perform each essential function satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education & Experience
- Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.
- 7-10 years progressive HR experience supporting manufacturing or operations environments preferred.
- Demonstrated experience in employee relations, performance management, and change management within a U.S.-based organization.
- Experience leading people preferred.
Licenses & Certifications
- PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.
Skills & Abilities
- Strong working knowledge of U.S. employment laws and HR best practices.
- Ability to partner effectively with operations leaders in a fast-paced manufacturing environment.
- Sound judgment, discretion, and the ability to handle sensitive matters professionally.
- Strong communication, coaching, and conflict resolution skills.
- Proven problem-solving skills with a continuous improvement mindset.
- Ability to work independently while collaborating effectively with enterprise HR partners.
PHYSICAL DEMANDS
- The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to perform all essential functions of the position with or without accommodation.
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.
Fashion & Apparel Job Roles in Michigan
See all 50+ Fashion & Apparel Jobs in Michigan
Sign up for free to filter by visa type, set job alerts, and find employers with verified sponsorship history.
Search Fashion & Apparel Jobs in MichiganFashion & Apparel Jobs in Michigan: Frequently Asked Questions
Which fashion and apparel companies sponsor H-1B visas in Michigan?
Michigan-based employers with documented H-1B visa sponsorship activity in fashion and apparel include large retailers like Meijer, lifestyle brands such as Shinola, and specialty manufacturers in the Grand Rapids and Detroit metro areas. Automotive-adjacent apparel suppliers and uniform manufacturers in the state also appear in DOL Labor Condition Application filings. Sponsorship activity varies by year and role, so reviewing current LCA disclosures through OFLC gives the most accurate picture of which employers are actively filing.
Which cities in Michigan have the most fashion and apparel H-1B sponsorship jobs?
Detroit leads Michigan for fashion and apparel H-1B activity, driven by its concentration of retail headquarters, brand offices, and design studios. Grand Rapids follows, with a strong manufacturing and wholesale distribution presence supporting technical roles. Ann Arbor attracts smaller design and e-commerce operations connected to the university economy. Pontiac and Troy also host apparel-adjacent corporate offices where product management and merchandising roles occasionally appear in LCA filings.
What types of fashion and apparel roles typically qualify for H-1B sponsorship?
Roles that consistently qualify for H-1B sponsorship in fashion and apparel require at least a bachelor's degree in a directly related specialty field. Common qualifying positions include textile engineers, CAD pattern designers, apparel product development managers, technical designers, supply chain analysts, and visual merchandising strategists with technical credentials. Roles classified as general sales or entry-level retail typically do not meet the specialty occupation standard that H-1B classification requires under USCIS guidelines.
How do I find fashion and apparel H-1B sponsorship jobs in Michigan?
Migrate Mate lets you filter verified H-1B sponsorship jobs specifically within Michigan's fashion and apparel sector, drawing on DOL Labor Condition Application data to surface employers with active filing histories. Rather than sorting through unverified listings, you can search by visa type, state, and industry in one place. Cross-referencing employer names from Migrate Mate against OFLC records helps confirm which companies have sponsored comparable roles before you apply.
Are there any Michigan-specific considerations for H-1B sponsorship in fashion and apparel?
Michigan's manufacturing economy means many apparel-adjacent H-1B roles sit at the intersection of textile production and technical design, particularly in the Detroit and Grand Rapids corridors. State-level E-Verify participation is relevant for employers working on government contracts. Because Michigan's fashion sector is smaller than coastal markets, sponsored roles tend to be highly technical rather than creative-generalist, so candidates with engineering, product development, or supply chain credentials typically encounter the most active sponsorship opportunities in this state.
What is the prevailing wage for H-1B fashion & apparel jobs in Michigan?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.