ZipRecruiter

Log In

1

Hr Director Jobs in Rochester, MI (NOW HIRING)

Versigent

Enterprise Operating System Director

Troy, MI · On-site

$101K - $126K/yr

The Director works cross-functionally with IT, HR, Quality, Operations, and regional site leadership to implement EOS consistently and successfully across all regions. RESPONSIBILITIES * Lead the ...

Socket.dev

Global Human Resources Director

Novi, MI · On-site

$150 - $220/hr

The Global Human Resources Director is responsible for leading and overseeing the human resources ... HR, corporate leadership, shared services, and external partners. * Oversee the design and ...

New

loanDepot

Director, Finance

Southfield, MI

Designs and implements scalable, efficient processes within Finance and across key support functions including Legal, Product, Technology, and HR. * Oversees business-level projects, serving as a ...

loanDepot

Director, Finance

Southfield, MI · On-site

Designs and implements scalable, efficient processes within Finance and across key support functions including Legal, Product, Technology, and HR. * Oversees business-level projects, serving as a ...

loanDepot

Director, Finance

Southfield, MI · On-site

Designs and implements scalable, efficient processes within Finance and across key support functions including Legal, Product, Technology, and HR. * Oversees business-level projects, serving as a ...

ExpertCare

Day Program Direct Care Worker

Waterford, MI · On-site

$17.13/hr

Job Alert: Direct Care Worker Wanted! New Gateways, Inc. in Waterford, MI is seeking caring ... Flexible daytime hours (8am-3pm, Mon-Fri) Starting pay: $17.13/hr Room for advancement Benefits:

ExpertCare

Day Program Direct Care Worker

Waterford, MI · On-site

$17.13/hr

Job Alert: Direct Care Worker Wanted! New Gateways, Inc. in Waterford, MI is seeking caring ... Flexible daytime hours (8am-3pm, Mon-Fri) Starting pay: $17.13/hr Room for advancement Benefits:

previous page

Showing results 41-60

All JobsHr JobsHr Director JobsHr Director Jobs in Rochester, MI

Hr Director information

See Rochester, MI salary details

$35.4K

$107.3K

$167.5K

How much do hr director jobs pay per year?

As of Aug 19, 2026, the average yearly pay for hr director in Rochester, MI is $107,325.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,500.00 and $125,600.00 per year, depending on experience, location, and employer.

What does an HR director do?

An HR Director is responsible for overseeing all human resources functions within an organization, including recruitment, employee relations, performance management, and compliance with labor laws. They develop and implement HR policies, lead strategic planning for workforce needs, and ensure a positive workplace culture. HR Directors also serve as key advisors to senior management on talent management and organizational development.

How to become an HR director?

You can become an HR director by earning a bachelor’s degree in business management, human resources management, or industrial/organizational psychology. Gain professional experience in project management, employee relations, and performance management. HR directors interact with managers and employees frequently, so seize opportunities to sharpen your people skills. Secure a role as an HR generalist then work toward HR manager roles. Strengthen your HR director job candidacy by earning a master’s degree or earning the SHRM certification to demonstrate proficiency in human resources management.

What are the key skills and qualifications needed to thrive as an HR director?

To thrive as an HR Director, you need deep knowledge of human resources management, labor laws, and organizational development, usually supported by a degree in HR or business and extensive experience in the field. Familiarity with HRIS platforms, data analytics tools, and certifications such as SHRM-SCP or SPHR are highly valued. Outstanding leadership, strategic thinking, and interpersonal skills help build strong relationships and drive change across the organization. These abilities are crucial for shaping company culture, ensuring legal compliance, and aligning HR strategies with overall business goals.

How does an HR director typically collaborate with executive leadership to shape company culture and strategy?

An HR Director works closely with the executive leadership team to align human resources initiatives with the company's overall business strategy. This often involves participating in strategic planning meetings, advising on talent management, and helping to design programs that foster a positive workplace culture. HR Directors are expected to provide insights on workforce trends, ensure compliance with labor laws, and proactively address organizational challenges. Their ability to influence and guide leaders is key to driving both cultural change and long-term business success.

What is the difference between Hr Director vs HR Manager?

AspectHR DirectorHR Manager
ResponsibilitiesStrategic planning, policy development, overseeing HR departmentsImplementing HR policies, managing daily HR operations
Required CredentialsBachelor’s degree, often Master’s, HR certifications (e.g., SHRM-SCP)Bachelor’s degree, HR certifications (e.g., SHRM-CP)
Work EnvironmentExecutive level, strategic focus, senior leadership teamsOperational level, HR teams, department managers

The main difference between an HR Director and an HR Manager lies in their scope and focus. HR Directors are responsible for strategic HR initiatives and policy development at an organizational level, often working with senior leadership. HR Managers focus on implementing policies and managing daily HR functions. Both roles require similar credentials and certifications, but their responsibilities and work environments differ significantly.

Do HR directors make a lot of money?

HR directors typically earn a high salary due to their leadership role in managing human resources strategies, employee relations, and compliance. Their compensation varies based on industry, company size, and location but generally includes a substantial annual salary and benefits. Experienced HR directors with certifications like SHRM-SCP or SPHR tend to earn more.

How hard is it to become an HR Director?

Becoming an HR Director typically requires extensive experience in human resources, often 8-10 years, along with strong leadership, strategic planning, and communication skills. Many professionals pursue relevant certifications such as SHRM-SCP or HRCI-SPHR to enhance their qualifications and demonstrate expertise in the field.
More about Hr Director jobs

What are the most commonly searched types of Hr jobs in Rochester, MI?

The most popular types of Hr jobs in Rochester, MI are:

What job categories do people searching Hr Director jobs in Rochester, MI look for?

The top searched job categories for Hr Director jobs in Rochester, MI are:

What cities near Rochester, MI are hiring for Hr Director jobs?

Cities near Rochester, MI with the most Hr Director job openings:

Hr Director jobs near you
Infographic showing various Hr Director job openings in Rochester, MI as of August 2026, with employment types broken down into 1% As Needed, 72% Full Time, 21% Part Time, 1% Temporary, 4% Contract, and 1% Nights. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $107,325 per year, or $51.6 per hour.

Assistant Director of Human Resources

SD Department of Veterans Affairs

Detroit, MI

$126K/yr

Full-time

Posted 7 days ago

Job description

The Assistant Director position is located within the Department of Veterans Affairs (VA), Veterans Benefits Administration (VBA), Office of Human Capital Services (HCS), Office of Staff Operations and reports to the Deputy Executive Director of Human Resources Operations (DED-HRO). The Assistant Director serves as a principal advisor to the DED HRO and the Executive Director, Human Resources Center (HRC) on key HCS Operation matters that influence strategic workforce decisions across VBA.Qualifications:To qualify for this position, applicants must meet all requirements by the closing date of this announcement:08/17/2026.
BASIC REQUIREMENT: To qualify for the HR Specialist position, candidates must meet the following basic requirements as described in 1 of the following methods: a. Merit-Based Method, b. Education-Based Method or c. Training-Based Method:
Method 1: Merit-Based Method. The Merit-Based Method allows for a candidate to meet the basic requirement by possession of 1 year of specialized experience requiring knowledge of and/or skill in applying basic HR concepts, laws, principles, policies, methods, practices and/or HR systems. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. This experience must be equivalent to at least the GS-14 level of the Federal Government.
OR
Method 2: Education-Based Method. The Education-Based Method allows for a candidate to meet the basic requirement by possession of the following: Successful completion of bachelor's degree (or higher).
OR
Method 3: Training-Based Method. The Training-Based Method allows for a candidate to meet the basic requirement by possession of the following: 6-months of general experience, equivalent to at least the GS-14 level of the Federal Government, requiring knowledge of and/or skill in applying laws, regulations, rules, principles, policies, methods, practices, supporting customers, communicating in writing and/or verbally & using various computer systems & office equipment in administrative, professional, technical or other responsible work positions, plus the possession of 1 of the four training criteria.
  • Training 1: Successful completion of at least 12 credit hours of college-level (associate degree or higher level) course work in any of the following types of fields, majors or programs or those closely related as evidenced by the course or programs: HR (general), HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and humanities.
  • Training 2: Successful completion of at least 4 formal training courses in HR. The focus of these HR courses will be in areas or those closely related to general HR, Federal HR, private sector/corporate HR or HR management. These courses must be offered through VA (i.e., Talent Management System courses), Federal agencies/departments (i.e., OPM Federal Human Resources Institute) or through external organizations (i.e., HR Certification Institute (HRCI) Learning, HR University or Management Concepts). For the purpose of this standard, formal means interactive (online or in-person) training that includes communication between the participants and/or the instructor. Successful completion is evidenced by documentation of successful completion by the training organization.
  • Training 3: Successful completion of a formal certificate program in any of the areas (or related areas) listed in Training 1 (above) or those closely related as evidenced by the course or programs. A formal certificate program for the purposes of this standard means a series or set of courses that provide a foundational or advanced knowledge. The courses must have been provided by an accredited college, university, organization or company & must have required assignments and/or other course work. Examples of providers include, but are not limited to, Purdue University, Global Cornell University (i.e., eCornell) or Wharton School. Successful completion is evidenced by documentation of completion by the training organization.
  • Training 4: Current professional HR certification through the Society of Human Resource Management (SHRM), HRCI, International Public Management Association (IPMA) (or Public Sector HR Association (PSHRA)), American Society for Health Care Human Resources Administration (ASHHRA) or an organization or company that has a formal structure & is nationally recognized by the profession.

GS-0201 levels 12-15 Requirement: To qualify for a Human Resources (HR) Specialist GS-0201 at the GS-12-15 grade levels, candidates cannot qualify based on education only, they must possess either:
  • Criteria 1: Graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-13 grade level OR
  • Criteria 2: 1 year of specialized experience equivalent to at least GS-14

AND


TIME-IN-GRADE REQUIREMENT: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements.

  • For a GS-15 position you must have served 52 weeks at the GS-14 level.
The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials.
MINIMUM QUALIFICATION REQUIREMENT: You may qualify based on your experience as described below:
GS-15 Grade Level Specialized Experience: Applicants must have one (1) year of specialized experience equivalent to at least the next lower grade (GS-14) in the normal line of progression for the occupation. Specialized experience includes:
  • Providing senior-level leadership in HR operations.
  • Interpreting and applying Title 5 HR laws, regulations, and policies.
  • Directing major HR actions such as reorganizations, workforce shaping initiatives, and recruitment strategies.
  • Overseeing compliance and administrative program activities.
  • Conducting research and analysis to support organizational decisions.
  • Leading sensitive or complex HR initiatives.
  • Supervising HR staff.
  • Managing position descriptions and workforce development programs.
  • Ensuring implementation of equal employment opportunity requirements.

Volunteer Experience: Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
Full vs. Part-Time Employment: Full-time employment is considered to be at least 35 hours per week. Part-time experience will be credited on a pro-rated basis; when including part-time employment in your resume you must specify the average hours worked per week.
Physical Requirements: The work normally involves mental rather than physical exertion, often working under strict deadlines or under stressful situations.
For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.Education:Employment Type: OTHER

Apply