HR Consultant Visa Sponsorship Jobs in Michigan
Michigan's HR consultant market is anchored by major employers in Detroit, Grand Rapids, and Ann Arbor, including automotive giants like Ford, General Motors, and Stellantis alongside healthcare systems and manufacturing firms. Companies in these sectors regularly sponsor H-1B visas for experienced HR consultants with specialized expertise in workforce planning, compensation, and organizational development.
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Get Access To All JobsEmployment Type:
Full time
Shift:
Day Shift
Description:
Working closely with the CHRO to support the THGR ministry with execution of HR programs, data analysis, preparation of data for leadership, and serving as back up for other HROCs in the state and for the CHRO.
Purpose:
HR Operations Consultant serves as a business operations consultant & liaison to HM business line leaders & COEs supporting operations, projects, programs & service delivery outcomes. Work activities are performed with direction & oversight from the CHRO/Director HRBP, in collaboration with various organizational levels, & often requires critical thinking, exchanging & disseminating information, problem solving, & independently completing actions requiring planning, implementation, coordination & evaluation activities. Work assignments are considered ‘stretch’ & demonstrate a broad base knowledge of multiple operational areas of human resources &/or seasoned knowledge in an area of specialization, field of concentration or discipline to understand business needs & the interrelationship of issues impacting the implementation & delivery of strategically aligned business operations & services.
Essential Functions
Our Trinity Health Culture: Knows, understands, incorporates & demonstrates our Trinity Health Mission, Values, Vision, Actions & Promise in behaviors, practices & decisions.
Consultation Service: Provides consultative support to HR Leadership in the implementation of HR strategy, workforce plans, operational services & other initiatives. Proactively consults & engages operationally on the development & implementation of HR programs & strategies. Provides business context to ensure consistency with HR-related decision support, client communications & program administration.
Operation Expertise: Provides leadership, direction & oversight of HR program(s) or workstreams. Ensures HR services, processes, policies & procedures are communicated, implemented & aligned. Facilitates and develops HR operations processes & tools. Provide escalated support for HR tactical functions. Serves as a technical resource providing clarification of business operational services, issue resolution & implementation of recommended actions.
Project Management: Manages & implements small to medium-scale projects, programs & initiatives. Develops & manages aligned production, communications, service delivery plans & workflows to ensure plans are successfully implemented & services are delivered on time, on budget & to specifications.
Data Management & Analysis: Research & compiles information to support ad-hoc operational projects & initiatives. Synthesizes & analyzes data & provides detailed summaries including graphical data presentations illustrating trends & recommending practical options or solutions while considering the impact on business strategy & supporting leadership decision making. Leverages program & operational data & measurements to define & demonstrate progress, ROI & impacts.
Maintains a working knowledge of applicable Federal, state & local laws/regulations, Trinity Health Integrity & Compliance Program & Code of conduct, as well as other policies & procedures to ensure adherence in a manner that reflects honest, ethical & professional behavior.
- Provides consultative support to the CHRO/Director HRBP in the implementation of HM business HR strategy, workforce plans, operational services & other initiatives.
- Interfaces with operational leaders at all levels, as well as employees/colleagues.
- Ensures HR programs & services meet delivery expectations & are aligned to business strategy. Participates with, provides guidance & support business operational leaders to identify & determine local business needs while leveraging Centers of Expertise (COE) resources to achieve desired business outcomes.
- Responsible for specialized assignments requiring the application of analytical & adaptive thinking challenges & practical guidance & direction. Develops integrated solutions to resolve technical & business issues & strategies which support HR business needs.
- Serves as ministry point of contact for HR Shared Services (HRSS) & COE providing business context & ensuring requests submitted to COE are consistent with HRBP & leadership organization & talent strategy (e.g. supervisory org changes, job evaluation, internal equity, & market pricing requests, etc.).
- Obtains & exchanges information in response to COE services; serves as a technical resource providing clarification of business operational services, issue resolution & implementation of recommended actions. HRSC processes & HR employment & other administration activities (i.e., subpoena, colleague records) providing requested materials & monitoring completion & accuracy of actions.
- Conducts data integrity audits; reviews, verifies, & maintains system data (e.g., supervisory orgs) & corrects system discrepancies. Identifies & prepares statistical & operational reports & metrics & provides appropriate interpretation & application of data. Interfaces with HRSC & TIS HR technology for guidance.
- Prepares, develops & presents communication materials, documentation, templates, toolkits, reports & detailed summaries & guidelines for a variety of audiences to ensure HR services, processes, policies & procedures are communicated, implemented & aligned. Maintains local HR intranet site updates, policy updates (reviewing, uploading & indexing).
- Gathers, validates, & prepares colleague & organizational data for transactions resulting from acquisition, colleague transitions, job elimination & transfers.
- Coordinates support for actions resulting from organizational changes, colleague retention or other ministry initiatives, including data transactions & communications.
- Performs job description updates & maintenance for job families or job roles pending standardization. Interfaces with COE for review & guidance to ensure appropriateness.
- Responds to department business leader requests for internal HR/COE information & directs leaders toward self-service or shared services channels as appropriate. Provide training & guidance as needed.
- Acts as liaison between HR & executives, management, professionals, & colleagues.
- Other duties as assigned.
Minimum Qualifications
- Bachelor’s degree in Human Resources Management, Business Administration or a related field, or an equivalent combination of education & experience.
- Minimum of three (3) years of progressively more responsible Human Resources experience which may include Talent Management, Organizational Development, Workforce Planning, Total Rewards, & Colleague & Labor Relations.
- Experience in state and federal laws & government & regulatory reporting requirements related to HR.
- Experience in the development, interpretation, and application of human resources policies, practices and programs.
- Demonstrated problem-solving skills.
- Self-directed.
Additional Qualifications
Familiarity with Workday HRIS preferred
Physical & Mental Requirements & Working Conditions
Indirect / Healthcare Support Services: (OSHA: Healthcare support services mean services that facilitate the provision of healthcare services.)
Direct Healthcare & Indirect / Healthcare Support Services: must be able to: Includes:
- Occasional clinical / patient facing integration environment.
- Occasional exposure to conditions which may be considered particularly disagreeable to sight, touch, sound, smell & tastes; May encounter fumes, orders, dusts, mists & gases, along with biohazards / hazards (mechanical, electrical, burns, chemicals, radiation, sharp objects, etc.); & be subject to noise, infectious waste / diseases & conditions.
- Continuous work time indoors (subject to travel requirements) under temperature-controlled & well-lit conditions
- Continuous travel to worksites
- Occasional variable internal & external environmental conditions
- Frequent activities that require standing / walking with the ability to vary / adjust physical position or activity.
- Occasional ability to lift a maximum of 30 pounds unassisted, use upper & lower extremities
- Occasional bending / stooping / reaching & pushing/pulling
- Occasional climbing, kneeling, crouching, or operating foot controls
- Continuous use of computer
- Continuous sitting
- Continuous capability & adaptability to perform assigned physical & mental processes amid interruptions, shifting priorities & stressful situations; Attend to tasks until complete, understand & relate to complex ideas & concepts & be able to remember multiple tasks & regimens extending over long periods of time & work on concurrent tasks / projects.
- Continuous ability to read small print, hear normal sounds & voice patterns, give / receive instructions & other verbal communications in-person & over the phone / computer / device / equipment assigned with some background noise.
- Occasional manual dexterity activities including grasping/handling.
- Occasional work time that involves physical efforts (e.g., transporting, moving, lifting & / or positioning)
- Continuous attention to maintain a safe working environment & use of available personal protective equipment (PPE).
KEY: Average Workday Activity: Occasional (1% - 33%), Frequent (34% - 66%), Continuous (67% - 100%)
Our Commitment
Rooted in our Mission and Core Values, we honor the dignity of every person and recognize the unique perspectives, experiences, and talents each colleague brings. By finding common ground and embracing our differences, we grow stronger together and deliver more compassionate, person-centered care. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other status protected by federal, state, or local law.
Employment Type:
Full time
Shift:
Day Shift
Description:
Working closely with the CHRO to support the THGR ministry with execution of HR programs, data analysis, preparation of data for leadership, and serving as back up for other HROCs in the state and for the CHRO.
Purpose:
HR Operations Consultant serves as a business operations consultant & liaison to HM business line leaders & COEs supporting operations, projects, programs & service delivery outcomes. Work activities are performed with direction & oversight from the CHRO/Director HRBP, in collaboration with various organizational levels, & often requires critical thinking, exchanging & disseminating information, problem solving, & independently completing actions requiring planning, implementation, coordination & evaluation activities. Work assignments are considered ‘stretch’ & demonstrate a broad base knowledge of multiple operational areas of human resources &/or seasoned knowledge in an area of specialization, field of concentration or discipline to understand business needs & the interrelationship of issues impacting the implementation & delivery of strategically aligned business operations & services.
Essential Functions
Our Trinity Health Culture: Knows, understands, incorporates & demonstrates our Trinity Health Mission, Values, Vision, Actions & Promise in behaviors, practices & decisions.
Consultation Service: Provides consultative support to HR Leadership in the implementation of HR strategy, workforce plans, operational services & other initiatives. Proactively consults & engages operationally on the development & implementation of HR programs & strategies. Provides business context to ensure consistency with HR-related decision support, client communications & program administration.
Operation Expertise: Provides leadership, direction & oversight of HR program(s) or workstreams. Ensures HR services, processes, policies & procedures are communicated, implemented & aligned. Facilitates and develops HR operations processes & tools. Provide escalated support for HR tactical functions. Serves as a technical resource providing clarification of business operational services, issue resolution & implementation of recommended actions.
Project Management: Manages & implements small to medium-scale projects, programs & initiatives. Develops & manages aligned production, communications, service delivery plans & workflows to ensure plans are successfully implemented & services are delivered on time, on budget & to specifications.
Data Management & Analysis: Research & compiles information to support ad-hoc operational projects & initiatives. Synthesizes & analyzes data & provides detailed summaries including graphical data presentations illustrating trends & recommending practical options or solutions while considering the impact on business strategy & supporting leadership decision making. Leverages program & operational data & measurements to define & demonstrate progress, ROI & impacts.
Maintains a working knowledge of applicable Federal, state & local laws/regulations, Trinity Health Integrity & Compliance Program & Code of conduct, as well as other policies & procedures to ensure adherence in a manner that reflects honest, ethical & professional behavior.
- Provides consultative support to the CHRO/Director HRBP in the implementation of HM business HR strategy, workforce plans, operational services & other initiatives.
- Interfaces with operational leaders at all levels, as well as employees/colleagues.
- Ensures HR programs & services meet delivery expectations & are aligned to business strategy. Participates with, provides guidance & support business operational leaders to identify & determine local business needs while leveraging Centers of Expertise (COE) resources to achieve desired business outcomes.
- Responsible for specialized assignments requiring the application of analytical & adaptive thinking challenges & practical guidance & direction. Develops integrated solutions to resolve technical & business issues & strategies which support HR business needs.
- Serves as ministry point of contact for HR Shared Services (HRSS) & COE providing business context & ensuring requests submitted to COE are consistent with HRBP & leadership organization & talent strategy (e.g. supervisory org changes, job evaluation, internal equity, & market pricing requests, etc.).
- Obtains & exchanges information in response to COE services; serves as a technical resource providing clarification of business operational services, issue resolution & implementation of recommended actions. HRSC processes & HR employment & other administration activities (i.e., subpoena, colleague records) providing requested materials & monitoring completion & accuracy of actions.
- Conducts data integrity audits; reviews, verifies, & maintains system data (e.g., supervisory orgs) & corrects system discrepancies. Identifies & prepares statistical & operational reports & metrics & provides appropriate interpretation & application of data. Interfaces with HRSC & TIS HR technology for guidance.
- Prepares, develops & presents communication materials, documentation, templates, toolkits, reports & detailed summaries & guidelines for a variety of audiences to ensure HR services, processes, policies & procedures are communicated, implemented & aligned. Maintains local HR intranet site updates, policy updates (reviewing, uploading & indexing).
- Gathers, validates, & prepares colleague & organizational data for transactions resulting from acquisition, colleague transitions, job elimination & transfers.
- Coordinates support for actions resulting from organizational changes, colleague retention or other ministry initiatives, including data transactions & communications.
- Performs job description updates & maintenance for job families or job roles pending standardization. Interfaces with COE for review & guidance to ensure appropriateness.
- Responds to department business leader requests for internal HR/COE information & directs leaders toward self-service or shared services channels as appropriate. Provide training & guidance as needed.
- Acts as liaison between HR & executives, management, professionals, & colleagues.
- Other duties as assigned.
Minimum Qualifications
- Bachelor’s degree in Human Resources Management, Business Administration or a related field, or an equivalent combination of education & experience.
- Minimum of three (3) years of progressively more responsible Human Resources experience which may include Talent Management, Organizational Development, Workforce Planning, Total Rewards, & Colleague & Labor Relations.
- Experience in state and federal laws & government & regulatory reporting requirements related to HR.
- Experience in the development, interpretation, and application of human resources policies, practices and programs.
- Demonstrated problem-solving skills.
- Self-directed.
Additional Qualifications
Familiarity with Workday HRIS preferred
Physical & Mental Requirements & Working Conditions
Indirect / Healthcare Support Services: (OSHA: Healthcare support services mean services that facilitate the provision of healthcare services.)
Direct Healthcare & Indirect / Healthcare Support Services: must be able to: Includes:
- Occasional clinical / patient facing integration environment.
- Occasional exposure to conditions which may be considered particularly disagreeable to sight, touch, sound, smell & tastes; May encounter fumes, orders, dusts, mists & gases, along with biohazards / hazards (mechanical, electrical, burns, chemicals, radiation, sharp objects, etc.); & be subject to noise, infectious waste / diseases & conditions.
- Continuous work time indoors (subject to travel requirements) under temperature-controlled & well-lit conditions
- Continuous travel to worksites
- Occasional variable internal & external environmental conditions
- Frequent activities that require standing / walking with the ability to vary / adjust physical position or activity.
- Occasional ability to lift a maximum of 30 pounds unassisted, use upper & lower extremities
- Occasional bending / stooping / reaching & pushing/pulling
- Occasional climbing, kneeling, crouching, or operating foot controls
- Continuous use of computer
- Continuous sitting
- Continuous capability & adaptability to perform assigned physical & mental processes amid interruptions, shifting priorities & stressful situations; Attend to tasks until complete, understand & relate to complex ideas & concepts & be able to remember multiple tasks & regimens extending over long periods of time & work on concurrent tasks / projects.
- Continuous ability to read small print, hear normal sounds & voice patterns, give / receive instructions & other verbal communications in-person & over the phone / computer / device / equipment assigned with some background noise.
- Occasional manual dexterity activities including grasping/handling.
- Occasional work time that involves physical efforts (e.g., transporting, moving, lifting & / or positioning)
- Continuous attention to maintain a safe working environment & use of available personal protective equipment (PPE).
KEY: Average Workday Activity: Occasional (1% - 33%), Frequent (34% - 66%), Continuous (67% - 100%)
Our Commitment
Rooted in our Mission and Core Values, we honor the dignity of every person and recognize the unique perspectives, experiences, and talents each colleague brings. By finding common ground and embracing our differences, we grow stronger together and deliver more compassionate, person-centered care. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other status protected by federal, state, or local law.
HR Consultant Job Roles in Michigan
See all 32+ HR Consultant Jobs in Michigan
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Search HR Consultant Jobs in MichiganHR Consultant Jobs in Michigan: Frequently Asked Questions
Which companies in Michigan sponsor visas for HR consultants?
Large employers with established HR functions and immigration programs are the most consistent sponsors. In Michigan, that includes Ford Motor Company, General Motors, Stellantis, Henry Ford Health, Beaumont Health, and consulting firms with Michigan offices such as Deloitte and Accenture. These organizations regularly file H-1B petitions for HR roles requiring specialized knowledge in areas like talent acquisition strategy, HRIS systems, or labor relations.
What visa types are most common for HR consultant roles in Michigan?
The H-1B is the most common visa category for HR consultants in Michigan, as the role typically qualifies as a specialty occupation requiring at least a bachelor's degree in human resources, business administration, or a related field. Candidates with multinational employer backgrounds may also be considered for L-1 visas. Those with advanced credentials and recognized professional achievements may explore the O-1 visa, though it is less commonly pursued in this field.
Which Michigan cities have the most HR consultant visa sponsorship jobs?
Detroit and its surrounding metro area, including Dearborn, Troy, and Southfield, account for the largest share of HR consultant sponsorship activity given the concentration of automotive, manufacturing, and financial services headquarters. Grand Rapids is a secondary hub, particularly in healthcare and consumer goods. Ann Arbor also generates demand, driven by the University of Michigan's affiliated health system and a growing technology sector.
How to find hr consultant visa sponsorship jobs in Michigan?
Migrate Mate is built specifically for international candidates seeking visa sponsorship and filters HR consultant roles by state, including Michigan. You can browse active openings from employers with verified sponsorship histories without sorting through listings from companies that don't sponsor. Focusing your search on large Michigan employers in automotive, healthcare, and professional services tends to surface the strongest sponsorship opportunities for HR consultant roles.
Are there any state-specific considerations for HR consultants seeking sponsorship in Michigan?
Michigan's economy is heavily weighted toward automotive manufacturing, healthcare, and supply chain, so HR consultants with experience in union labor relations, workforce transformation, or benefits administration in manufacturing environments are particularly competitive. The state's DOL prevailing wage determinations for HR consultant roles reflect the Detroit metro's cost of labor, which employers must meet or exceed when sponsoring H-1B petitions. Candidates from university programs at Michigan State or University of Michigan can access employer pipelines through campus recruiting.
What is the prevailing wage for sponsored hr consultant 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.