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Employee Retention Jobs in Michigan (NOW HIRING)

McDonald's

Supervisor

Farmington Hills, MI · On-site

... goals that include employee retention, relations, sales initiatives, maintenance issues, and overall restaurant success Must be highly motivated, self-directed, and results driven McDonald's ...

McDonald's

Supervisor

Lansing, MI · On-site

... goals that include employee retention, relations, sales initiatives, maintenance issues, and overall restaurant success Must be highly motivated, self-directed, and results driven McDonald's ...

McDonald's

Supervisor

Livonia, MI · On-site

... goals that include employee retention, relations, sales initiatives, maintenance issues, and overall restaurant success Must be highly motivated, self-directed, and results driven McDonald's ...

Marencor

Nursing Home Admin

Hancock, MI · On-site

$115K - $125K/yr

Leads planning process to develop goals for quality care, employee retention and financial performance. Manages the day-to-day operations of the facility. Directs the hiring and training of personnel.

ZLM Services LLC

Carpenter Laborers

Casco, MI

If you are a goal-oriented individual interested in joining a fast-paced company with multiple opportunities, a 10-year employee retention rate, and a close-knit, family-oriented workplace culture ...

ZLM Services LLC

Carpenter Laborers

Casco, MI

$18 - $26/hr

If you are a goal-oriented individual interested in joining a fast-paced company with multiple opportunities, a 10-year employee retention rate, and a close-knit, family-oriented workplace culture ...

ZLM Services LLC

Carpenter Laborers

Casco, MI · On-site

$18 - $26/hr

If you are a goal-oriented individual interested in joining a fast-paced company with multiple opportunities, a 10-year employee retention rate, and a close-knit, family-oriented workplace culture ...

ZLM Services LLC

Carpenter Foreman

Casco, MI

$24.75 - $31/hr

If you are an experienced, goal-oriented leader with strong carpentry skills and a desire to grow with a fast-paced company that boasts a 10-year employee retention rate and a close-knit, family ...

ZLM Services LLC

Carpenter Foreman

Casco, MI · On-site

$24.75 - $31/hr

If you are an experienced, goal-oriented leader with strong carpentry skills and a desire to grow with a fast-paced company that boasts a 10-year employee retention rate and a close-knit, family ...

ZLM Services LLC

Warehouse Mechanic

Casco, MI

If you are a goal-oriented individual interested in joining a fast-paced company with multiple opportunities, a 10-year employee retention rate, and a close-knit, family-oriented workplace culture ...

ZLM Services LLC

Warehouse Mechanic

Casco, MI · On-site

If you are a goal-oriented individual interested in joining a fast-paced company with multiple opportunities, a 10-year employee retention rate, and a close-knit, family-oriented workplace culture ...

Crown Ventures Inc.

Assistant Manager

Lowell, MI

... employee retention). The AM has full accountability for restaurant operations in the absence of the Restaurant General RESPONSIBILITIES * Direct efficient and accurate preparation and sale of ...

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Showing results 21-40

All JobsEmployee Retention JobsEmployee Retention Jobs in Michigan

Employee Retention information

What is the difference between Employee Retention vs Employee Engagement?

AspectEmployee RetentionEmployee Engagement
FocusKeeping employees employed over timeMotivating employees to be committed and enthusiastic
MetricsTurnover rates, tenureJob satisfaction, participation, morale
StrategiesCompetitive benefits, career developmentRecognition, meaningful work, communication
Work EnvironmentStable, supportiveInspiring, collaborative

While employee retention focuses on reducing turnover and keeping staff long-term, employee engagement emphasizes fostering enthusiasm and commitment among employees. Both are essential for a healthy workforce but target different aspects of employee experience.

What are some common challenges faced by professionals in employee retention roles, and how can they effectively address them?

Professionals working in employee retention often encounter challenges such as identifying the root causes of high turnover, engaging diverse employee populations, and implementing initiatives that resonate across departments. To address these, it's important to regularly gather and analyze employee feedback, collaborate closely with HR and management teams, and tailor retention strategies to different groups within the company. Building strong relationships with staff and maintaining open communication channels are also key to proactively addressing issues before they impact retention rates.

What are the key skills and qualifications needed to thrive in employee retention roles?

To thrive in Employee Retention, you need a solid understanding of human resources principles, data analysis, and experience with employee engagement initiatives, often supported by a degree in HR or related fields. Familiarity with HRIS platforms, employee survey tools, and retention analytics software is typically required. Strong interpersonal communication, problem-solving ability, and empathy are essential soft skills for building trust and addressing employee concerns. These competencies ensure organizations can proactively reduce turnover, enhance workplace satisfaction, and retain top talent.

What is employee retention?

Employee retention refers to an organization's ability to keep its employees and reduce turnover. It involves strategies and practices aimed at creating a positive work environment, offering competitive compensation, and providing opportunities for career growth. High employee retention is beneficial because it helps maintain organizational knowledge, reduces recruitment and training costs, and enhances overall productivity. Effective retention strategies often include employee engagement initiatives, recognition programs, and supportive management.

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

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

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

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

Employee Retention jobs near you
Infographic showing various Employee Retention job openings in Michigan as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 18% Part Time, 1% Temporary, 4% Contract, and 1% Nights. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution.

Executive Director of Organizational Development

Washtenaw Community College

Ann Arbor, MI • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 28 days ago

Job description

Posting Details
Posting Details (Default Section)
Posting Number:
0603897
Position Title:
Executive Director of Organizational Development
Position is:
Temporary full-time (general fund)
Position Type:
Staff Position (Full Time/Part Time)
Department/Ofc.:
Senior Leadership
Position Description:
Picture Yourself here!
Why Join WCC?
  • An inclusive, welcoming environment for our students, faculty & staff
  • Generous Paid Time Off on top of 12 Paid Holidays
  • Affordable & Comprehensive Health, Dental, Life & Vision Insurance
  • 4:1 Employer Match for Retirement
  • WCC Tuition paid for you AND your dependents
  • Tuition reimbursement for colleges outside WCC
  • Check our Total Rewards here

Position Summary:
The Executive Director of Organizational Development provides strategic leadership for college-wide organizational effectiveness, leadership development, succession planning, change management, and professional learning initiatives that advance Washtenaw Community College's mission and strategic priorities. This position serves as a senior advisor to the President, Chief Human Resource Officer, and executive leadership team on organizational design, leadership capability, talent readiness, employee engagement, and institutional change.
The Executive Director is responsible for developing and implementing a comprehensive organizational development strategy that strengthens leadership pipelines, supports employee growth, improves team effectiveness, and promotes a culture of innovation, inclusion, accountability, and continuous improvement. This role also provides executive oversight for the college-wide implementation of WCC's AI strategy, working collaboratively with the CIO on administrative AI initiatives and the EVP for Instruction on academic AI initiatives.
Essential Duties include:
Executive and Management Development:
  • Lead the design, implementation, and continuous improvement of a college-wide organizational development strategy aligned with WCC's strategic plan, mission, values, and institutional priorities.
  • Serve as a strategic advisor to executive leadership on organizational effectiveness, leadership capability, change readiness, workforce planning, succession planning, and employee development.
  • Assess institutional needs and recommend organizational development interventions that support student success, equity, workforce readiness, operational effectiveness, and community engagement.
  • Develop annual operational plans, goals, timelines, and metrics for organizational development initiatives.

Leadership Development & Executive Learning:
  • Design, implement, and evaluate leadership development programs for executives, senior leaders, mid-level managers, emerging leaders, and key institutional talent.
  • Facilitate executive-level learning experiences, leadership retreats, team development sessions, and strategic planning workshops.
  • Work collaboratively with the Deans on faculty professional development initiatives.

Team Effectiveness Facilitation:
  • Create opportunities for leadership and team effectiveness, and facilitate workshops, retreats, and team development sessions.

Talent & Succession Planning:
  • Lead the development and implementation of succession planning processes that identify critical roles, high-potential talent, readiness gaps, and future leadership needs.
  • Create leadership pipeline strategies that support employee retention, internal mobility, career progression, and workforce continuity.
  • Partner with Human Resources and executive leadership to align talent development strategies with institutional priorities and long-term workforce needs.

Learning & Development:
  • Promote a culture of inclusion, collaboration, and innovation through leadership programs and engagement strategies.
  • Oversee the creation and delivery of scalable learning solutions to enhance management skills, emotional intelligence, performance management, and cross-functional collaboration.
  • Partner with senior leadership to align leadership initiatives with WCC's strategic priorities: student success, equity, workforce readiness, and community engagement.
  • Conduct targeted organizational assessments to identify leadership gaps and recommend solutions.
  • Support initiatives that enhance employee retention and career progression.
  • Change Management:
    • Lead and support change initiatives by providing frameworks, training, and communication strategies to promote clarity, adoption, and sustainability.
  • AI Leadership:
    • Provide executive oversight for the college-wide implementation of WCC's AI strategy.
    • Utilize technology, including AI-enabled tools and software where appropriate, to support the effective performance of assigned duties, enhance productivity, improve communication and information management, support decision-making, and other responsibilities, while ensuring compliance with confidentiality requirements, institutional policies, procedures, and applicable regulations.
  • Metrics & Evaluation:
    • Establish KPIs to measure the effectiveness of development programs and continuously improve learning strategies using data and feedback.
    • Use data analytics to measure program effectiveness and inform continuous improvement.
  • Reporting:
    • Prepare reports and recommendations for senior leadership.

Core Competencies:
  • Strategic Thinking
  • Leadership & Influence
  • Collaboration & Relationship Building
  • Cultural Competence
  • Confidentiality & Professional Integrity

Minimum Qualifications:
Minimum Required Knowledge, Skills and Abilities:
  • Master's degree in organizational development, Industrial Organizational Psychology, Human Resources, Business Administration, Adult Learning or Training, or a related field required.
  • Minimum 7-10 years experience (reporting to a C-Suite executive) in organizational development, leadership training, or talent management for a large organization, a mid-sized business experiencing growth or change, or in a healthcare, technology, or retail company.
  • Demonstrated experience advising senior or executive leadership on organizational effectiveness, leadership development, succession planning, talent strategy, or large-scale change initiatives.
  • Experience leading complex, cross-functional organizational development initiatives from concept through implementation, with clear goals, timelines, metrics, and measurable outcomes.
  • Demonstrated expertise in leadership development, succession planning, employee development, organizational assessment, change management, and program evaluation.
  • Experience developing and delivering executive-level learning, leadership retreats, team effectiveness sessions, or management development programs.
  • Ability to analyze organizational data, identify trends, develop recommendations, and translate insights into practical strategies.
  • Strong executive presence, facilitation skills, coaching ability, project management capability, and written and verbal communication skills.
  • Ability to build trust and credibility with executive leaders, managers, faculty, staff, and cross-functional partners.
  • Expertise in leadership development and succession planning strategies.
  • Strong facilitation, coaching, and project management skills.
  • Ability to analyze data and translate insights into actionable strategies.
  • Ability to use workplace technology relevant to the position, including the capacity to learn and appropriately leverage emerging AI-supported tools.
  • Ability to assess the accuracy and reliability of AI-generated content, maintain confidentiality, and apply sound judgment and ethical practices in the use of technology.

Preferred Qualifications:
Posting Date:
06/18/2026
Closing Date:
09/11/2026
Open Until Filled
No
Special Instructions to Applicants:
Please complete all sections of the application and submit required documents.
Our college strives to make a positive difference in people's lives through accessible and excellent educational programs and services.
Washtenaw Community College seeks to recruit and retain a productive workforce as a reflection of our commitment to serve our community and to build on the success of our students, faculty & staff. Washtenaw Community College is committed to creating a welcoming environment.
Washtenaw Community College is an Equal Opportunity Employer.
Salary/Hourly Rate:
$95,246 - $104,771
Salary Comments:
Publicly available compensation information can be found: Here

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