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Employee Relations Manager Jobs in Michigan (NOW HIRING)

Stryker

Associate Manager, Employee Relations

Kalamazoo, MI · On-site +1

$116K - $193K/yr

Communicates and updates status of investigations to relevant managers and HRBPs. Makes recommendations to HRBPs and leadership regarding investigations and employee relations issues. * Provides ...

Huntington

Employee Relations Consultant

Detroit, MI · On-site

$49K - $92K/yr

Advise managers and employees on HR policies, conflict resolution, and performance management. * Resolve moderately complex employee relations issues. * Document and track employee relations cases ...

New

Huntington

Employee Relations Consultant

Detroit, MI

$49K - $92K/yr

Advise managers and employees on HR policies, conflict resolution, and performance management. * Resolve moderately complex employee relations issues. * Document and track employee relations cases ...

New

Meijer, Inc.

Team Relations Manager

Grand Rapids, MI · On-site

The Team Relations Manager will use a working knowledge of applicable employment laws and HR best ... employee relations issues, and develop / implement human resource process and policy improvements ...

Relativity

Senior Employee Relations Partner

Detroit, MI · On-site

$112K - $168K/yr

The Senior Employee Relations Specialist (Level 6) is a senior IC expert responsible for leading ... Partner closely with Legal to manage risk, escalation thresholds, and compliance requirements

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Employee Relations Manager information

See Michigan salary details

$41.4K

$85K

$143.8K

How much do employee relations manager jobs pay per year?

As of Aug 2, 2026, the average yearly pay for employee relations manager in Michigan is $85,010.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,300.00 and $101,100.00 per year, depending on experience, location, and employer.

What is the role of an employee relations manager?

An employee relations manager oversees workplace relationships, ensuring effective communication between staff and management, resolving conflicts, and promoting a positive work environment. They often handle employee grievances, conduct investigations, and develop policies to improve employee engagement and compliance with labor laws.

What is the highest paid HR position?

The highest paid HR position is typically the Chief Human Resources Officer (CHRO) or HR Director, who oversees the entire HR function and strategic planning. These roles often require extensive experience, leadership skills, and advanced certifications, and they can earn six-figure salaries or higher depending on the organization size and industry.

What is the difference between Employee Relations Manager vs HR Generalist?

AspectEmployee Relations ManagerHR Generalist
Required CredentialsBachelor's degree in HR, Business, or related field; HR certifications often preferredBachelor's degree in HR, Business, or related field; HR certifications beneficial
Work EnvironmentFocus on employee relations, conflict resolution, and policy enforcement within organizationsHandles a broad range of HR functions including recruitment, onboarding, and employee relations
Employer & Industry UsageCommon in medium to large organizations across various industriesWidely used across industries, especially in organizations with dedicated HR teams

In summary, an Employee Relations Manager specializes in managing employee relations and resolving workplace conflicts, while an HR Generalist handles a broader spectrum of HR functions. Both roles require similar credentials and are integral to HR departments, but their focus areas differ.

What Does an Employee Relations Manager Do?

An employee relations manager provides a vital link between employees and management. You focus on problem resolution which may involve non-biased internal investigations. Your responsibilities include a wide range of duties such as oversight of employee rights; this can range from conflict to sexual harassment issues. You also provide guidance for management in regards to worker discipline and termination. You help ensure that the company complies with all required laws and regulations, and work closely with human resources for other tasks such as HR analytics. Work is typically full-time during regular business hours in an office environment. Some positions may require travel.

What does an employee relationship manager do?

An Employee Relations Manager oversees workplace relationships, addressing employee concerns, resolving conflicts, and ensuring compliance with company policies and employment laws. They often conduct investigations, facilitate communication between staff and management, and develop programs to improve employee engagement and satisfaction.

What does an Employee Relations Manager do?

An Employee Relations Manager is responsible for fostering positive relationships between employees and management within an organization. They handle workplace disputes, ensure compliance with employment laws, and develop policies that support a healthy work environment. Their duties often include investigating complaints, advising management on employee issues, and implementing strategies to improve employee morale and engagement. This role is key to maintaining a productive workplace and preventing legal issues related to employment.

What are the key skills and qualifications needed to thrive as an Employee Relations Manager, and why are they important?

To thrive as an Employee Relations Manager, you need a thorough understanding of labor laws, conflict resolution, and HR best practices, typically supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), case management tools, and certifications like SHRM or HRCI are commonly required. Exceptional interpersonal skills, discretion, and the ability to mediate sensitive situations distinguish top performers in this role. These skills are crucial for fostering a positive work environment, minimizing legal risks, and ensuring fair and equitable workplace practices.

What are some common challenges faced by Employee Relations Managers, and how are they typically addressed?

Employee Relations Managers often encounter challenges such as resolving complex workplace conflicts, navigating sensitive investigations, and ensuring compliance with labor laws. These situations require strong communication and mediation skills, as well as the ability to remain impartial and confidential. Managers typically address these challenges through ongoing training, clear policies, and close collaboration with HR, legal, and management teams to ensure fair and consistent outcomes.

What not to disclose to HR?

As an Employee Relations Manager, it is important to avoid disclosing confidential or sensitive information about employees, such as personal health details, legal issues, or private communications, unless legally required. Sharing unverified or false information can undermine trust and violate privacy policies. Maintaining professionalism and adhering to confidentiality standards is essential in HR roles.
More about Employee Relations Manager jobs
What are the most commonly searched types of Employee Relations jobs in Michigan? The most popular types of Employee Relations jobs in Michigan are:
What are popular job titles related to Employee Relations Manager jobs in Michigan? For Employee Relations Manager jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Employee Relations Manager jobs in Michigan look for? The top searched job categories for Employee Relations Manager jobs in Michigan are:
What cities in Michigan are hiring for Employee Relations Manager jobs? Cities in Michigan with the most Employee Relations Manager job openings:
Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Michigan as of July 2026, with employment types broken down into 1% As Needed, 76% Full Time, 18% Part Time, 4% Contract, and 1% Nights. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution, with an average salary of $85,010 per year, or $40.9 per hour.

Manager, Employee Relations

Ford Motor Company

Allen Park, MI • On-site

Full-time

Medical, Dental, Vision, Life, PTO

Posted 4 days ago

Job description


In this position...
Join us as the Manager - HRBP for the New Model Product Development Center & Research and Engineering where you'll lead an HR organization in a dynamic and unionized environment of 850 employees. You will align HR functions with strategic business objectives, working closely with Plant Leadership and central HR teams to deliver advanced HR solutions that enhance the employee experience and drive business success. Your expertise in union relations and employee engagement will be crucial in developing a high performing workplace that enhances both employee satisfaction and operational excellence along with leading the negotiations of the local collective bargaining agreements. You will work closely with Plant Management and union leadership to drive transformational and strategic initiatives, ensuring our workforce is empowered and equipped to achieve our production goals.
Responsibilities
What you'll do...
Business Partnership
  • Provide strategic HR leadership as the trusted advisor for the manufacturing facility, owning the full scope of HR functions including employee relations, union relations, benefits, compensation, training, organizational development, and communications.
  • Build strong relationships with manufacturing operations leadership to provide valuable consulting and strategic guidance on HR matters that drive sustainable cultural change and support production objectives.
  • Establish and maintain strong operator relationships grounded in respect for people to prevent small issues from becoming costly escalations while building the engagement and trust essential for operational excellence.
  • Partner with leadership to implement standardized recruitment processes with thorough background checks and cultural fit assessments, while designing comprehensive onboarding programs that include structured manager meetings and enhanced support during adjustment periods.
  • Coach manufacturing leaders on effective communication practices, visibility, accessibility, and maintaining consistent leadership practices that demonstrate reliability and promote honest, timely dialogue with employees.
  • Apply lean methodologies with progressive HR practices to drive operations to best-in-class levels while establishing equitable practices in wages, overtime, job postings, and management attention across all employees.
  • Implement comprehensive recognition and reward systems, workforce planning strategies, and initiatives that promote employee engagement, diversity, and professional development in an inclusive, high-performance culture.

People Leadership
  • Lead and inspire a diverse HR team by fostering an inclusive, collaborative environment that emphasizes continuous development and strategic alignment with organizational and HR-specific goals while modeling visibility, accessibility, and consistent leadership practices.
  • Champion HR initiatives that drive performance excellence, employee engagement, and organizational culture. Ensure open communication and innovation, empowering team members to contribute effectively as strategic business partners in advancing the company's success.

Employee & Union Relations
  • Enhance collaborative communications by developing and maintaining a robust communication framework that facilitates regular, transparent, and constructive dialogue between union representatives and management while fostering respectful relationships and correct implementation of collective bargaining agreements.
  • Maintains regular floor presence to proactively identify and address employee concerns before they escalate, seeking opportunities to improve overall employee experience through methodical uncovering of root causes and corrective actions by starting at Gemba to uncover issues at their point of origin and preventing small problems from becoming larger organizational challenges through rigorous PDCA implementation and early intervention
  • Collaborates closely with Operations Leadership and union representatives to ensure correct implementation and accurate interpretation of the collective bargaining agreement, addressing inquiries, grievances, and other union-related issues for consistent application.
  • Oversee resolution of employee and union issues including conflicts, disputes, and disciplinary matters, ensuring fairness, consistency, and proportionate responses while maintaining follow-through on commitments.
  • Co-create and manage innovative labor agreements to ensure the evolving needs of the workforce and business are met. Inclusive of local contract negotiations and administration of existing agreements to maximize the company's value of said contract, while minimizing contractual leakages and disputes.
  • Oversees and conducts investigations, ensuring that all disciplinary issues, grievances, and arbitration matters are handled in a timely and effective manner. Assesses the severity of each case and escalates significant concerns to the HR Director and/or the Regional HR Sr. Director, as required.
  • Responds to and resolves all types of discrimination charges and complaints and works with legal counsel on lawsuit discovery and litigation preparation. Coordinates with specialists, HR teams, people leaders, and employees for appropriate and fair implementation of people policies ensuring compliance and consistency.
  • Prepares reports and analytics to monitor employee relations trends and identify areas for improvement or intervention.
  • Executes corporate designed products and services impacting both the hourly and salaried populations.
  • Fosters a positive and inclusive hourly and salaried employee experience through proactive initiatives based on feedback through employee opinion surveys, suggestions, and open-door policies to boost engagement and address areas for improvement.
  • Works closely with health and safety leads to address employee health and wellness concerns, implement wellness programs, and partner to improve safety performance for a healthy and safe work environment.

Qualifications
You'll have...
  • Bachelor's degree in Human Resources, Organizational Development, or any other related discipline or commensurate work experience.
  • 8-10 years of progressive or equivalent combination of relevant education and experience.

Even better, you may have...
  • Master's degree in Human Resources, Organizational Development, or any other related discipline or commensurate work experience.
  • SPHR or SHRM-SCP certification

You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply!
As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder...or all the above? No matter what you choose, we offer a work life that works for you, including:
  • Immediate medical, dental, vision and prescription drug coverage
  • Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up childcare and more
  • Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
  • Vehicle discount program for employees and family members and management leases
  • Tuition assistance
  • Established and active employee resource groups
  • Paid time off for individual and team community service
  • A generous schedule of paid holidays, including the week between Christmas and New Year's Day
  • Paid time off and the option to purchase additional vacation time.

This position is leadership level 6 and ranges from $115,500-$218,100.
Final determination of salary grade will be based on candidate's skills and experience, and base salary will be set within the applicable range according to job scope, responsibility and competitive market value.
For more information on salary and benefits, click here: New Hire Benefits
Visa sponsorship is not available for this position.
Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.
We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call 1-888-336-0660.
#LI-Onsite #LI-LP3
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About Ford

Sourced by ZipRecruiter

At Ford Motor Company, we believe freedom of movement drives human progress. With our incredible plans for the future of mobility, we have a wide variety of opportunities for you to accelerate your career and help us define tomorrow's transportation.

Industry

Civil engineering construction

Company size

51 - 200 Employees

Headquarters location

Doral, FL, US

Year founded

1982

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