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Build Manager Jobs in Detroit, MI (NOW HIRING)

Managed Staffing

Machine Builder

Lake Orion, MI · On-site

$33 - $34/hr

Communicate build issues, changes, and progress with the Machine Build Lead * Ensure compliance with ISO Quality standards and company safety procedures * Maintain organization and cleanliness of the ...

Ideal Contracting

Build U Intern

Detroit, MI · On-site

... Build U Intern Program. Position Description ROLE Provide technical support for resolution of ... Comply with corporate safety policies on jobsite, working closely with the project manager, safety ...

Lincoln Electric

Builder

Macomb, MI · On-site

... to help customers build better and achieve resilience in their operations. Headquartered in ... Management Systems. Maintains continuity among work shifts by documenting and communicating actions ...

Lincoln Electric

Builder

Macomb, MI

... to help customers build better and achieve resilience in their operations. Headquartered in ... Quality Management Systems. • Maintains continuity among work shifts by documenting and ...

Lincoln Electric

Builder

Macomb, MI · On-site

... to help customers build better and achieve resilience in their operations. Headquartered in ... Quality Management Systems. • Maintains continuity among work shifts by documenting and ...

Lincoln Electric

Builder

Macomb, MI

... to help customers build better and achieve resilience in their operations. Headquartered in ... Quality Management Systems. * Maintains continuity among work shifts by documenting and ...

Lincoln Electric

Builder

Macomb, MI · On-site

... to help customers build better and achieve resilience in their operations. Headquartered in ... Quality Management Systems. * Maintains continuity among work shifts by documenting and ...

Lincoln Electric

Builder

Macomb, MI

... to help customers build better and achieve resilience in their operations. Headquartered in ... Quality Management Systems. * Maintains continuity among work shifts by documenting and ...

krg technology inc

Azure Build and release

Dearborn, MI

$50.50 - $62.75/hr

Azure Build and release Location : Dearborn, MI Duration : FULLTIME - Good in-depth knowledge of ... and Release Management) and Splunk is an added advantage Additional Information All your ...

ait

Build Process Manufacturing Engineer

New Baltimore, MI · On-site

$66K - $89K/yr

The Build Process Manufacturing Engineer role is to process and plan a job from beginning to end ... Can multitask and manage multiple large to small projects in a cross functional environment.

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Build Manager information

See Detroit, MI salary details

$30.2K

$72.5K

$124K

How much do build manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for build manager in Detroit, MI is $72,542.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,700.00 and $87,400.00 per year, depending on experience, location, and employer.

What is a build manager?

Build Managers are professionals responsible for overseeing the process of compiling, packaging, and deploying software applications. They coordinate between development, testing, and operations teams to ensure that software builds are stable, reliable, and delivered on time. Build Managers often use automation tools to streamline the build and deployment process, troubleshoot integration issues, and maintain build scripts or pipelines. Their role is crucial in continuous integration and continuous delivery (CI/CD) environments, helping to ensure smooth and efficient software releases.

What are the key skills and qualifications needed to thrive as a build manager, and why are they important?

To thrive as a Build Manager, you need expertise in construction management, project scheduling, budgeting, and a relevant degree or certification in construction or engineering. Familiarity with project management software like MS Project or Primavera, as well as understanding of building codes and safety regulations, is typically required. Strong leadership, communication, and problem-solving skills help you effectively coordinate teams and resolve on-site challenges. These skills ensure that projects are completed on time, within budget, and to the required quality and safety standards.

What are some common challenges build managers face when coordinating cross-functional teams during large-scale projects?

Build Managers often encounter challenges such as aligning priorities among diverse teams (like development, QA, and operations), managing tight deadlines, and ensuring seamless communication across departments. These challenges require strong organizational and interpersonal skills, as well as the ability to quickly resolve conflicts and adapt to changing project requirements. Successful Build Managers proactively set clear expectations, leverage project management tools, and regularly check in with stakeholders to keep projects on track.

What is the difference between Build Manager vs Construction Supervisor?

AspectBuild ManagerConstruction Supervisor
CredentialsTypically requires a bachelor's degree in construction management, civil engineering, or related field; certifications like PMP or CCM are common.Usually has a high school diploma or associate degree; some roles may require certifications like OSHA or site safety training.
Work EnvironmentOversees multiple projects, manages teams, and coordinates with clients and contractors at a strategic level.Supervises daily on-site activities, ensuring safety, quality, and schedule adherence.
Industry UsageCommonly used in large-scale projects, corporate construction, and project management firms.Frequent in residential, commercial, and industrial construction sites.

The Build Manager focuses on overall project planning, coordination, and management, often at a higher strategic level. In contrast, the Construction Supervisor handles on-site supervision, ensuring daily operations run smoothly. Both roles are essential but differ mainly in scope and responsibilities.

What cities near Detroit, MI are hiring for Build Manager jobs?

Cities near Detroit, MI with the most Build Manager job openings:

Build Manager jobs near you
Infographic showing various Build Manager job openings in Detroit, MI as of August 2026, with employment types broken down into 84% Full Time, 14% Part Time, and 2% Contract. Highlights an 75% Physical, 2% Hybrid, and 23% Remote job distribution, with an average salary of $72,542 per year, or $34.9 per hour.

Director, Global Total Rewards

Woven by Toyota

Ann Arbor, MI • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 5 days ago

Job description

Woven by Toyota is enabling Toyota’s once-in-a-century transformation into a mobility company. Inspired by a legacy of innovating for the benefit of others, our mission is to challenge the current state of mobility through human-centric innovation — expanding what “mobility” means and how it serves society.

Our work centers on four pillars: AD/ADAS, our autonomous driving and advanced driver assist technologies; Arene, our software development platform for software-defined vehicles; Woven City, a test course for mobility; and Cloud & AI, the digital infrastructure powering our collaborative foundation. Business-critical functions empower these teams to execute, and together, we’re working toward one bold goal: a world with zero accidents and enhanced well-being for all.
Role Overview

Woven by Toyota is seeking a strategic, globally minded Director, Global Total Rewards — an experienced people leader and hands-on practitioner responsible for leading the design, governance, and delivery of compensation, benefits, payroll, equity, and global mobility programs across the organization.

This role will develop a competitive, equitable, compliant, and scalable Total Rewards strategy that supports Woven by Toyota's ability to attract, retain, motivate, and develop talent globally. The Director will partner closely with executive leadership, Finance, Legal, Talent Acquisition, HR Business Partners, HR Operations, and regional HR teams.
The ideal candidate brings a balance of strategic thinking, analytical rigor, and operational execution, with comfort using modern HR technology to drive Total Rewards programs in a dynamic, data-driven environment. Regular collaboration across global time zones is required.

Key Responsibilities
Global Total Rewards Strategy
  • Develop and implement Woven by Toyota's global Total Rewards philosophy and strategy
  • Align rewards programs with business priorities, talent strategy, company values, and financial objectives
  • Establish global principles while adapting programs to local market practices and regulatory requirements
  • Advise senior leadership on compensation, benefits, retention, and rewards-related risks
  • Build strong partnerships with Toyota related entities and external rewards providers
 
Compensation & Job Architecture
  • Lead global compensation structures, salary ranges, incentive programs, and retention programs
  • Oversee job architecture, job-code governance, career-track alignment, and market benchmarking
  • Strengthen internal equity, pay transparency, and pay-for-performance practices
  • Lead annual compensation planning and work with the Global Head of HR and HRBPs on annual performance review, promotion, calibration, and bonus processes
  • Guide complex offers, counteroffers, retention awards, and compensation exceptions
  • Ensure compensation decisions are data-driven, competitive, compliant, and aligned with the company's financial objectives
  • Partner with HR Business Partners, Employee Relations Partners, and Legal on compliance-related programs such as leave of absence and severance
 
Benefits, Payroll & Mobility
  • Establish the global strategy and governance model for employee benefits and wellbeing programs
  • Oversee benefits design, vendor management, enrollment, communications, program evaluation, and compliance audits
  • Provide strategic oversight of global payroll governance and payroll-related controls
  • Partner with Finance, Legal, HR Operations, and vendors on tax, social security, deductions, and compliance
  • Establish principles for international assignments, relocation, expatriate programs, and global mobility
 
Governance & Operations
  • Establish clear approval matrices, decision rights, documentation standards, and escalation procedures
  • Strengthen audit readiness, data privacy, internal controls, and regulatory compliance
  • Partner with HRIS and HR Operations to improve data quality, systems, reporting, and process efficiency
  • Build scalable Total Rewards processes that support a growing global organization
  • Improve employee and manager understanding of Total Rewards programs through clear communication
 
Stakeholder Engagement & Communication
  • Partner with HR, Finance, Legal, and business leaders to ensure alignment and execution of Total Rewards programs
  • Develop and execute communication strategies to help employees understand and value Total Rewards offerings
  • Build manager capability in understanding and applying compensation and benefits programs
 
Leadership
  • Lead, coach, and develop a globally distributed Total Rewards team; clarify accountabilities across Compensation, Benefits, Payroll, Mobility, and regional HR teams
  • Operate with sound judgment, governance discipline, and risk awareness
  • Translate data and emerging capabilities into practical, business-relevant applications
  • Build trust and collaboration across HR and business stakeholders, balancing strategic thinking with hands-on execution
  • Foster a collaborative, inclusive, and service-oriented team culture
  • Influence leaders across regions and functions without relying solely on formal authority
  • Apply AI, automation, and emerging technologies thoughtfully and responsibly to improve Total Rewards efficiency, accuracy, scalability, and employee experience — streamlining processes, enhancing analytics, reducing administrative effort, and freeing the team for higher-value strategic work
Required Qualifications
  • 10+ years of progressive experience in Total Rewards, Compensation, Benefits, Payroll, or a related HR discipline
  • Significant experience leading global or multi-country rewards programs
  • Deep expertise in compensation philosophy, job architecture, market pricing, incentive design, equity, and benefits
  • Experience partnering with senior executives, Finance, Legal, Talent Acquisition, HRBPs, and business leaders
  • Experience leading annual compensation and rewards planning processes
  • Strong understanding of rewards-related employment, tax, payroll, and regulatory requirements
  • Experience leading and developing high-performing teams
  • Strong analytical, financial, communication, and stakeholder-management skills
  • Executive presence, discretion, sound judgment, and the ability to influence across cultures
  • Demonstrated experience leading executive compensation programs and managing Compensation Committee or Board-level processes, including executive benchmarking, incentive design, preparation of decision materials, meeting governance, approvals, minutes, and follow-up
  • Business-fluent English
Preferred Qualifications
  • Experience in a global technology, automotive, mobility, robotics, or high-growth company
  • Experience working across the United States, Japan, the United Kingdom, and other international markets
  • Experience with SuccessFactors, Dayforce, compensation planning platforms, global payroll systems, and HR analytics
  • Experience implementing global job architecture, pay transparency, compensation harmonization, or pay-for-performance programs
  • Japanese language capability, or extensive experience working with Japanese stakeholders
Success Measures

Within the first 12–18 months, the Director will:

  • Establish and communicate a clear global Total Rewards philosophy. If changes applicable 
  • Strengthen job architecture, job-code governance, and compensation decision processes
  • Improve consistency and transparency in compensation planning and promotion decisions
  • Establish an integrated global governance model for benefits, payroll, equity, and mobility
  • Improve rewards-related controls, data quality, compliance, and operational reliability
  • Build a high-performing Total Rewards team and strong partnerships with global stakeholders
  • Improve employee and manager understanding of Total Rewards programs
For positions based in Palo Alto, CA; the base pay ranges from $164,500 to $270,250 per year.
 
Your base salary is one part of your total compensation. We offer a base salary, short term and long term incentives, and a comprehensive benefits package. The total compensation offered to an employee will be dependent upon the individual's skills, experience, qualifications, location, and level.

WHAT WE OFFER
We are committed to creating a modern work environment that supports our employees and their loved ones. We offer many options of the best programs to allow you to do your most meaningful work and to help you shape the future of mobility.
・Excellent health, wellness, dental and vision coverage
・A rewarding 401k program
・Flexible vacation policy
・Family planning and care benefits

Our Commitment
・We are an equal opportunity employer and value diversity.
・Any information we receive from you will be used only in the hiring and onboarding process. Please see our privacy notice for more details.