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Chro Jobs in Michigan (NOW HIRING)

Archdiocese of Detroit

Payroll Specialist

Livonia, MI · On-site

$22 - $30/hr

AVP & CHRO and Controller SUMMARY This position is responsible for processing and reconciling bi-weekly payroll including calculating employee earnings and deductions. Computes monthly benefit ...

Archdiocese of Detroit

Payroll Specialist

Livonia, MI

$22 - $30/hr

CHRO and Controller SUMMARY This position is responsible for processing and reconciling bi-weekly payroll including calculating employee earnings and deductions. Computes monthly benefit premium ...

Ginosko Development Company

HR Generalist

Novi, MI · On-site

Reporting directly to the CHRO, this role administers core HR functions including benefits, garnishments, leave of absence programs, unemployment claims, payroll support, and HR records management.

Edward Rose & Sons

HR Administrator

Portage, MI · On-site

Provide administrative support for recording meeting notes, coordinating meetings and other responsibilities assigned, including support of the CHRO. * Research compliance of state and federal ...

Edward Rose & Sons

HR Administrator

Portage, MI · On-site

Provide administrative support for recording meeting notes, coordinating meetings and other responsibilities assigned, including support of the CHRO. * Research compliance of state and federal ...

Brio Living Services

Director of Total Rewards

Chelsea, MI · On-site

$118K - $162K/yr

The Director partners closely with the CHRO, Finance, IT, and organizational leaders to ensure total rewards, payroll, and HRIS processes support team member attraction, retention, engagement, well ...

Brio Living Services

Director of Total Rewards

Chelsea, MI · On-site

$118K - $162K/yr

The Director partners closely with the CHRO, Finance, IT, and organizational leaders to ensure total rewards, payroll, and HRIS processes support team member attraction, retention, engagement, well ...

Brio Living Services

Director of Total Rewards

Chelsea, MI

$118K - $162K/yr

The Director partners closely with the CHRO, Finance, IT, and organizational leaders to ensure total rewards, payroll, and HRIS processes support team member attraction, retention, engagement, well ...

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Chro information

See Michigan salary details

$20K

$69.5K

$119.8K

How much do chro jobs pay per year?

As of Aug 24, 2026, the average yearly pay for chro in Michigan is $69,537.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,600.00 and $77,600.00 per year, depending on experience, location, and employer.

How does a Chief Human Resources Officer (CHRO) typically collaborate with other executive leaders to shape company culture?

A Chief Human Resources Officer (CHRO) works closely with fellow executives, such as the CEO, COO, and CFO, to design and implement people strategies that align with the organization's overall vision. This collaboration often involves regular executive meetings, joint planning sessions, and cross-functional initiatives to address talent management, diversity and inclusion, and employee engagement. The CHRO also plays a key role in ensuring that the company's culture supports business objectives and helps drive performance, requiring frequent communication and partnership with leaders from all departments.

What are the key skills and qualifications needed to thrive as a Chief Human Resources Officer (CHRO), and why are they important?

To thrive as a Chief Human Resources Officer, you need deep expertise in HR management, organizational development, labor law, and typically a relevant degree such as in human resources or business administration, often supported by senior HR certifications like SHRM-SCP or SPHR. Familiarity with HRIS platforms, talent management systems, and data analytics tools is commonly required. Exceptional leadership, strategic thinking, communication, and change management skills help drive company culture and align HR strategies with business objectives. These abilities are essential for guiding the organization’s workforce strategy, fostering employee engagement, and supporting overall business success.

Is a CHRO a stressful job?

A CHRO (Chief Human Resources Officer) role can be stressful due to responsibilities such as managing organizational culture, employee relations, and compliance with labor laws. The position often involves high-level decision-making, long hours, and handling sensitive issues, which can contribute to workplace stress.

What does a CHRO do?

A CHRO (Chief Human Resources Officer) is responsible for overseeing all aspects of an organization’s human resources strategy, including talent acquisition, employee relations, compliance, and organizational development. They develop policies, lead HR teams, and align HR initiatives with business goals to support company growth and culture.

What are the most commonly searched types of Chro jobs in Michigan?

The most popular types of Chro jobs in Michigan are:

What are popular job titles related to Chro jobs in Michigan?

For Chro jobs in Michigan, the most frequently searched job titles are:

What job categories do people searching Chro jobs in Michigan look for?

The top searched job categories for Chro jobs in Michigan are:

What cities in Michigan are hiring for Chro jobs?

Cities in Michigan with the most Chro job openings:

Chro jobs near you
Infographic showing various Chro job openings in Michigan as of August 2026, with employment types broken down into 87% Full Time, 12% Part Time, and 1% Contract. Highlights an 85% Physical, 5% Hybrid, and 10% Remote job distribution, with an average salary of $69,537 per year, or $33.4 per hour.

Executive Assistant, Human Resources

Wayne State University

Detroit, MI • On-site

$48K - $63K/yr

Full-time

Re-posted 9 days ago

Wayne State University rating

7.6

Company rating: 7.6 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

290th of 622 rated colleges and universities

Job description

Job Purpose
 
Reports to and provides executive-level assistance to the Associate Vice President and Chief Human Resources Officer. Support the productivity and effectiveness of the executive and their team leaders.  Supports the triage and prioritization of activities of the executive and their team in a fast-paced environment requiring high degree of integrity, confidentiality, trust, judgment, discretion, timeliness, and accuracy.  The team leaders consist of the directors who manage teams within HR Client Services, Total Rewards, HR Analytics and Reporting, Payroll, Organization and Employee Development, and Employee and Labor Relations.  Proactively anticipates the needs and helps support improvements to build capacity for the team. Oversees various HR activities and projects and ensures that the day-to-day assigned operations are running both smoothly and efficiently.  Provides periodic reporting on the fiscal management of HR activities.  
 
Essential Functions
 
Oversees and executes fiscal and administrative management tasks related to preparing and managing purchase requisitions and purchase orders, internal requisition billings, special payment authorizations, reviewing and paying vendor invoices timely and accurately, resolving billing disputes, ordering supplies, procurement card usage, travel management, accounting and reporting, and consolidated budget versus actual analysis for the HR division.  Perform these tasks using the University's administrative systems (i.e., Banner, WayneBuy, Concur, Appworx, CS Gold/OneCard, Cognos and Procard Transaction Management System).  Maintains budget reports and provides regular reporting on the status of purchase orders, supply purchases, and tracks vendor payments using Excel or other systems (i.e., Contract management, Banner, Cognos).   Serve as the primary liaison for facility and IT needs for the HR department coordinating resolutions and ensuring operational continuity.
 
Leads and coordinates special projects as assigned. Develops and implements project plans, timelines and communications strategies ensuring alignment to HR priorities and successful and timely delivery.  Serves on HR committees and programs as needed (i.e., University Employee Recognition program, quarterly department meetings, HR training programs, and annual HR retreat) contributing to planning, coordination, and implementation. 
 
Manages a highly complex and dynamic executive calendar, exercising discretion and judgment to analyze and appropriately prioritize complicated and challenging schedules; respond to frequent changes in schedules; set priorities. Coordinate and organize meetings and other events, including large and off-campus events.  Maintain meeting minutes for all HR Leadership Team (HRLT) and other meetings involving the AVP/CHRO.  Maintain a log of follow up activities and provide a weekly status report of such to the AVP.  Coordinate all logistical aspects of meetings and events to ensure that all meetings and other events have appropriate agendas, meeting materials locations, supplies, audio-visual equipment, participants, and other needs met well in advance of such meetings. Order supplies as needed for events, meetings, day-to-day work for all HR staff.  Prepare itineraries, agenda packets and travel arrangements for the AVP and other HR leaders as needed. Create and maintain travel folders from start to finish of event.  Support the AVP in management of HR contracts and coordinates the request for proposal (RFP) process. 
 
Prepare and monitor the status and progress of various performance metrics and key deliverables established by the AVP to include, but not limited to, incoming requests for problem resolution, requests for HR data, departmental and/or team projects, timelines, staffing levels, cycle times, and other reporting as needed.  Track and help drive accountability for completion of key deliverables and follow up on outstanding items.  Develop and deliver executive-level reports, dashboards and presentations for the AVP and team leaders on a regular basis using Microsoft tools (i.e., Word, Excel, Power Point).  
 
Prioritize and independently respond to inquiries with a high degree of professionalism, confidentiality, discretion, and independent judgment in a timely manner.  Provide guidance and assistance to department leadership, directors, managers and staff on behalf of the AVP as necessary.  Prepares and edits executive communications to include memos, letters, meeting agendas, summary notes, reports, spreadsheets, charts, and presentations.  Handle highly sensitive and confidential information with prudence and discretion.  Manage physical and electronic reference system to provide historical accuracy and to promote collaboration with the HRLT and their team. Manage correspondence and communication (verbal, written, and e-mail), taking appropriate action when possible; clarify and organize required action on behalf of the CHRO.  Coordinates the preparation and delivery of materials to executives and Board of Governors.
 
Coordinates all other needs for HR including processing web time-entry (WTE), building and HR suite access, and managing the flow of information in support of remote personnel.  Prepares and maintains HR departmental lists related to staff emergency contact information, computing and other university equipment, office/desk keys.  Serves as a back-up for the building coordinator when needed. Supervises student interns in the execution of HR projects and tasks. 
 
Manages the day-to-day office functions including coordinating personnel actions and developing policies, procedures and business office processes to improve overall operational performance.  Identify and recommend resolution of operational issues.  Serve as liaison with internal and external contacts and represent the department as directed. Oversee and manage space planning and allocation. Welcome guests and customers by greeting them, in person or on the telephone; answering or directing inquiries.  Screen/triage telephone calls and visitors of the AVP as needed. 
 
Other duties as assigned.
 
 
WORK CONTEXT
 
Job Reports to: Vice President/AVP/Dean.
 
Leadership Accountability: Implements operating plans.
 
Financial Accountability: Monitors expenditures.
 
Customer Accountability: Interfaces with officials and executives.
 
Freedom to Act: Subject to regular review by supervisor.

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