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Employee Onboarding Jobs in Michigan (NOW HIRING)

Corewell Health

Onboarding Specialist

Southfield, MI · On-site +1

Acts as a liaison for key stakeholders (i.e., Business counterparts, Finance, DS, Facilities, Employee Health Services) to ensure seamless onboarding into the organization. * Verifies and ensures ...

Spectrum Health

Onboarding Specialist

Southfield, MI · On-site

Acts as a liaison for key stakeholders (i.e., Business counterparts, Finance, DS, Facilities, Employee Health Services) to ensure seamless onboarding into the organization. * Verifies and ensures ...

LHH US

HR Assistant

Grand Rapids, MI · On-site

$20 - $23/hr

This position plays a key role in employee onboarding, HR administration, record maintenance, benefits support, and recruiting coordination. The ideal candidate is organized, confidential, customer ...

HR Alliance

HR Director (FMS-SDP)

Troy, MI · On-site

$60K - $70K/yr

FMS-SDP Employee Onboarding & Employment Administration:Oversee worker onboarding requirements across FMS-SDP programs.Establish procedures to ensure workers complete all required documentation ...

LHH US

Office Coordinator

Grand Rapids, MI · On-site

$20 - $24/hr

Coordinate new hire onboarding and employee orientation activities. * Maintain employee records and HR documentation while ensuring confidentiality. * Assist with benefits administration, employee ...

LHH US

Office Coordinator

Grand Rapids, MI · On-site

$20 - $24/hr

Coordinate new hire onboarding and employee orientation activities. * Maintain employee records and HR documentation while ensuring confidentiality. * Assist with benefits administration, employee ...

Rehmann

Billing Specialist (Client Opening)

Kalkaska, MI · On-site

$17.50 - $23.75/hr

Cross-train on union employee onboarding processes, including drug screen coordination and online platform entry. * Assist with pre-employment drug screening, background check coordination, and ...

Rehmann

Billing Specialist (Client Opening)

Kalkaska, MI · On-site

$17.50 - $23.75/hr

Cross-train on union employee onboarding processes, including drug screen coordination and online platform entry. * Assist with pre-employment drug screening, background check coordination, and ...

CNS Healthcare

Recruiting Assistant

Detroit, MI · On-site

$18.75 - $21.56/hr

The Recruiting Assistant is responsible for supporting talent acquisition activities for the agency by supporting the recruiting team with pre-screening activities, employee onboarding, system ...

Rehmann

Billing Specialist (Client Opening)

Kalkaska, MI · On-site

$17.50 - $23.75/hr

Cross-train on union employee onboarding processes, including drug screen coordination and online platform entry. * Assist with pre-employment drug screening, background check coordination, and ...

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Employee Onboarding information

See Michigan salary details

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How much do employee onboarding jobs pay per hour?

As of Sep 4, 2026, the average hourly pay for employee onboarding in Michigan is $22.61, according to ZipRecruiter salary data. Most workers in this role earn between $16.54 and $25.34 per hour, depending on experience, location, and employer.

What is an employee onboarding?

An Employee Onboarding job involves guiding new hires through the process of joining a company, ensuring they have the tools, knowledge, and resources needed to succeed. Responsibilities typically include coordinating orientation sessions, handling paperwork, introducing company policies, and facilitating training. Onboarding specialists also help new employees integrate into the company culture and connect with their teams. Their goal is to create a smooth and engaging experience that boosts retention and productivity.

What are some common challenges faced in employee onboarding roles, and how can they be managed effectively?

One common challenge in Employee Onboarding is coordinating multiple tasks for different new hires simultaneously, including ensuring timely completion of documentation, training, and orientation activities. Additionally, adapting the onboarding approach to accommodate remote or hybrid employees can require specialized communication and scheduling strategies. Successful onboarding specialists often prioritize clear communication, organization, and proactive problem-solving to address these challenges. By fostering strong relationships with hiring managers and IT, they help ensure that each new employee receives the support and information needed to succeed from day one.

What are the key skills and qualifications needed to thrive in the employee onboarding position, and why are they important?

To thrive in Employee Onboarding, you need a solid understanding of HR processes, onboarding protocols, and compliance regulations, often supported by a degree in human resources or a related field. Experience with onboarding software platforms, HRIS systems, and digital documentation tools is commonly required. Excellent interpersonal skills, attention to detail, and strong organizational abilities help build positive experiences for new hires and streamline the onboarding process. These skills ensure a smooth transition for new employees and contribute to overall workforce engagement and retention.

What are the 5 stages of employee onboarding?

The five stages of employee onboarding typically include pre-boarding, where new hires complete paperwork and receive initial information; orientation, which introduces company policies and culture; training, focused on job-specific skills; integration, where employees become part of teams and workflows; and ongoing development, involving continuous learning and performance feedback. Effective onboarding helps new employees adapt quickly and succeed in their roles.

What does an employee onboarding job do?

An employee onboarding job involves guiding new employees through the orientation process, which includes explaining company policies, completing necessary paperwork, and introducing them to team members and workplace tools. The role ensures new hires are integrated smoothly and have the resources needed to start their work effectively.

What are popular job titles related to Employee Onboarding jobs in Michigan?

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

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

The top searched job categories for Employee Onboarding jobs in Michigan are:

Employee Onboarding jobs near you
Infographic showing various Employee Onboarding job openings in Michigan as of August 2026, with employment types broken down into 71% Full Time, 24% Part Time, and 5% Temporary. Highlights an 95% In-person, and 5% Remote job distribution, with an average salary of $47,039 per year, or $22.6 per hour.

Employee & Labor Relations Specialist

Samsung SDI America Inc

Auburn Hills, MI • On-site

Full-time

Re-posted 11 days ago

Key responsibilities

  • Serves as a primary point of contact with Headquarters on labor and employee relations matters.

  • Supports the launch and stabilization of a new manufacturing facility by developing employee and labor relations processes, workplace policies, investigation protocols, escalation procedures, training programs, and workforce engagement strategies.

  • Conducts timely, thorough, and impartial investigations involving potential grievances, employee complaints, workplace misconduct, and policy violations.

Job description

Duties and Responsibilities

 

  • Serves as one of the Company’s primary point of contact with Headquarters on labor and employee relations matters. Prepares timely reports and presentations regarding collective bargaining agreements, union activity, grievances, employee relations trends, and other workforce matters.
  • Collaborates with and reports to SDIA Employee Relations Leadership to develop and implement effective labor and employee relations strategies and courses of action.
  • Supports the launch and stabilization of a new manufacturing facility by developing employee and labor relations processes, workplace policies, investigation protocols, escalation procedures, training programs, and workforce engagement strategies.
  • Works effectively within a joint venture environment, balancing the operational priorities, policies, governance requirements, and cultural expectations of multiple parent organizations.
  • Collaborates with SDIA Employee Relations Leadership to recommend improvements to policies, procedures, and personnel practices.
  • Researches and develops subject-matter expertise regarding unions that are involved, or may become involved, with the Company. Prepares related reports, risk assessments, and presentations for Headquarters and Company leadership.
  • Monitors labor-market trends, union activities, competitor labor developments, and emerging workforce risks to provide proactive recommendations to Company leadership.
  • Maintains current knowledge of emerging employee and labor relations trends, National Labor Relations Board decisions and guidance, union-organizing developments, and changes in federal, state, and local employment laws.
  • Evaluates the potential impact of new NLRB decisions, regulations, and enforcement priorities on Company policies, workplace practices, supervisory conduct, and labor relations strategy.
  • Provides specialized consultation, coaching, and training on employee and labor relations matters to managers, employees, and Human Resources professionals, including guidance on performance management, corrective action, disciplinary matters, and workplace conflict.
  • Conducts timely, thorough, and impartial investigations involving potential grievances, employee complaints, workplace misconduct, and policy violations.
  • Identifies opportunities to remediate and prevent workplace concerns that may negatively affect morale, productivity, employee engagement, safety, or organizational performance.
  • Determines, gathers, preserves, and analyzes relevant evidence and documentation necessary to evaluate policy, compliance, and workplace issues.
  • Supports grievance administration and resolution, including investigation, response preparation, labor-management discussions, and identification of appropriate corrective or preventive actions.
  • Recommends process improvements that strengthen the consistency, transparency, accuracy, and efficiency of personnel processes and employee relations practices.
  • Provides policy interpretation, compliance guidance, and training to minimize organizational risk and resolve workplace disputes at the lowest appropriate administrative level.
  • Develops, conducts, or participates in specialized presentations and training covering operational, technical, and regulatory Human Resources topics.
  • Anticipates and advises management and Human Resources leadership regarding the employee and labor relations impact of strategic and operational decisions. Recommends actions that prevent or minimize grievances, unfair labor practice charges, organizing risk, and labor disputes.
  • Identifies training opportunities and develops materials for supervisors, Human Resources and Employee Relations professionals, and labor-management committees.
  • Collaborates with supervisors, Employee Relations, Environmental Health and Safety, and training committee members to support safe work practices and consistent application of workplace expectations.
  • Assists with workforce readiness and plant-launch activities, including policy implementation, supervisor training, employee onboarding, organizational communications, issue-escalation processes, and the establishment of a positive workplace culture.
  • Develops effective relationships with joint venture partners, parent-company representatives, operational leadership, union representatives, legal counsel, and other internal and external stakeholders.

 



Minimum Experience Requirements

 

  • Four or more years of direct labor relations experience in a unionized manufacturing environment.
  • Two or more years of labor relations experience involving the UAW and/or an automotive original equipment manufacturer.
  • Demonstrated experience developing and implementing labor and employee relations strategies.
  • Experience conducting workplace investigations and managing and resolving employee conflicts, grievances, and disciplinary matters.
  • Experience providing guidance on Human Resources policies and applicable U.S. employment and labor laws.
  • Experience advising supervisors and organizational leaders on employee and labor relations risks.
  • Working knowledge of current NLRB decisions, guidance, procedures, and enforcement trends.

 

 

 

Preferred Experience

 

  • Experience supporting the launch, ramp-up, or stabilization of a new manufacturing plant or major manufacturing operation.
  • Experience working within a joint venture, strategic partnership, or other multi-company governance structure.
  • Experience establishing employee relations policies, processes, and infrastructure in a start-up or greenfield manufacturing environment.
  • Experience supporting collective bargaining, contract administration, grievance handling, arbitration preparation, or union-organizing response.
  • Experience conducting, analyzing, and reporting employee engagement or workplace climate surveys and developing improvement plans based on the results.
  • Experience working in multicultural, global, or international headquartered business environments.
  • Experience presenting labor and employee relations updates to executive leadership or corporate headquarters.

 

 

 

Premium Skill

 

  • Bi lingual Korean


 

 

Minimum Education

 

  • Bachelor’s degree in Human Resources, Industrial and Labor Relations, Business Administration, Psychology, or a related field.


 

 

Preferred Education

 

  • Master’s degree in Business Administration, Human Resources, Industrial and Labor Relations, or a related field.


 

 

Certifications

 

  • Professional in Human Resources certification—such as PHR, SPHR, SHRM-CP, or SHRM-SCP— a plus.


 


Required Skills and Competencies

 

  • Thorough knowledge of U.S. labor and employment laws, including the National Labor Relations Act and other laws governing the employment relationship.
  • Current knowledge of significant NLRB decisions, rulemaking, enforcement priorities, unfair labor practice standards, protected concerted activity, and union-organizing developments.
  • Knowledge of federal and state agencies and regulations governing employment and labor relations.
  • Understanding of employee relations policies, workplace sensing methods, engagement strategies, and early-warning indicators of workforce concerns.
  • Demonstrated understanding of labor relations practices within unionized manufacturing and UAW-represented environments.
  • Ability to support a fast-paced plant launch while building sustainable employee and labor relations processes.
  • Ability to operate effectively in a joint venture environment with multiple stakeholders, governance structures, business priorities, and organizational cultures.
  • Strong investigative skills, including interviewing, credibility assessment, evidence analysis, documentation, and report writing.
  • Strong grievance-handling, conflict-resolution, mediation, and problem-solving capabilities.
  • Ability to analyze complex oral and written information quickly, accurately, and objectively and make sound decisions under pressure.
  • Ability to translate legal and regulatory developments into practical guidance for supervisors, managers, and Human Resources professionals.
  • Strong written and verbal communication skills, including the ability to prepare executive-level reports and deliver effective presentations.
  • Ability to develop and maintain effective working relationships with employees, union representatives, management, executive leadership, joint venture partners, and outside contacts.
  • Strong interpersonal skills and the ability to establish credibility and partnerships across organizational and cultural lines.
  • Sound judgment, discretion, professionalism, and the ability to handle sensitive and confidential information.
  • Strong organizational and project-management skills, with the ability to manage multiple priorities in a rapidly changing manufacturing environment.
Samsung SDI logo

About Samsung SDI

Sourced by ZipRecruiter

Industry

Electrical equipment, appliance, and component manufacturing

Company size

1,001 - 5,000 Employees

Headquarters location

Auburn Hills, MI, US

Year founded

2015

View All Samsung SDI Jobs