ZipRecruiter

Log In

1

Hr Manager Jobs in Rochester, MI (NOW HIRING)

ThyssenKrupp

Payroll

Southfield, MI · On-site

$21.75 - $29.50/hr

Partner with HR, managers, and supervisors to resolve timekeeping or payroll-related issues before processing deadlines. * Prepare, validate, and load payroll files for bonuses, incentives, profit ...

thyssenkrupp

Payroll Analyst

Southfield, MI · On-site

Partner with HR, managers, and supervisors to resolve timekeeping or payroll-related issues before processing deadlines. * Prepare, validate, and load payroll files for bonuses, incentives, profit ...

Pizza Partners MI LLC

Manager

Southfield, MI · On-site

$16/hr

We are looking for candidates with management experience in the fast food industry ... Little Caesars experience will start you at $16.00/hr. It is not required but it is a plus. You ...

RPM

Learning & Development Manager

Birmingham, MI · On-site

The Learning & Development Manager will partner closely with the People & Performance (HR) team and business leaders to identify development needs, implement effective training solutions, and ensure ...

RPM

Learning & Development Manager

Birmingham, MI · On-site

The Learning & Development Manager will partner closely with the People & Performance (HR) team and business leaders to identify development needs, implement effective training solutions, and ensure ...

next page

Showing results 1-20

All JobsHr JobsHr Manager JobsHr Manager Jobs in Rochester, MI

Hr Manager information

See Rochester, MI salary details

$35.9K

$79.3K

$119.2K

How much do hr manager jobs pay per year?

As of Jul 28, 2026, the average yearly pay for hr manager in Rochester, MI is $79,287.00, according to ZipRecruiter salary data. Most workers in this role earn between $63,500.00 and $92,000.00 per year, depending on experience, location, and employer.

Is HR a high burnout job?

HR managers often experience high burnout due to the demanding nature of handling employee relations, conflict resolution, and organizational changes. The role requires strong communication skills and emotional resilience, and workload can be heavy during periods of organizational stress or restructuring.

Who's higher, HR or CEO?

In an organizational hierarchy, the CEO (Chief Executive Officer) is higher than the HR Manager. The CEO is responsible for overall company strategy and decision-making, while the HR Manager oversees human resources functions within the organization. HR Managers typically report to senior executives or the CEO, depending on the company's structure.

How Do You Become an HR Manager?

If you want to be a human resources manager, you should begin by getting your bachelor’s degree in human resources. Internships and certifications are a great way to get an edge when trying to land the right first job and develop your resume. It is the experience that you gain in these starting positions that will give you the skills required to receive promotions and eventually move into management.

What are some common challenges HR Managers face when implementing new company policies, and how can they effectively address employee concerns during the process?

HR Managers often encounter resistance or uncertainty from employees when introducing new policies, especially if the changes impact daily routines or benefits. To effectively address these concerns, HR Managers should focus on transparent communication, provide clear explanations for the reasons behind the changes, and offer opportunities for employees to ask questions or give feedback. Engaging key stakeholders early and organizing training sessions can also help smooth the transition and foster a sense of inclusion. Being approachable and responsive to employee feedback is vital for building trust and ensuring successful policy adoption.

What are HR Managers?

HR Managers, or Human Resources Managers, are professionals responsible for overseeing an organization's workforce-related functions. They manage recruitment, employee relations, benefits administration, and compliance with employment laws. HR Managers also develop and implement policies to ensure a productive, safe, and positive workplace environment. Their role is crucial in helping organizations attract, retain, and develop talent to achieve business goals.

Is HR replaced by AI?

HR Managers oversee employee relations, recruitment, and compliance, and while AI tools can automate tasks like screening resumes and data analysis, they do not replace the need for human judgment, empathy, and decision-making in HR roles. AI enhances efficiency but requires HR professionals to interpret insights and handle complex interpersonal issues.

What kind of HR gets paid the most?

Senior HR roles such as HR Directors, Vice Presidents of HR, and Chief Human Resources Officers typically earn the highest salaries in the HR field. These positions often require extensive experience, strategic skills, and advanced certifications, and they oversee large teams or organizational HR strategies.

What exactly does an HR Manager do?

An HR Manager oversees employee relations, recruitment, onboarding, and compliance with labor laws. They develop policies, manage benefits, and support organizational goals through effective human resource strategies.

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

To thrive as an HR Manager, you need a solid understanding of human resources principles, employment law, and organizational development, typically supported by a bachelor's degree in HR or a related field. Familiarity with HRIS systems, payroll software, and certifications such as SHRM-CP or PHR are highly valued. Exceptional communication, conflict resolution, and leadership abilities distinguish top performers in this role. These skills ensure effective talent management, regulatory compliance, and a positive workplace culture, all critical to organizational success.
More about Hr Manager 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 Manager jobs in Rochester, MI look for? The top searched job categories for Hr Manager jobs in Rochester, MI are:
What cities near Rochester, MI are hiring for Hr Manager jobs? Cities near Rochester, MI with the most Hr Manager job openings:
Hr Manager jobs near you
Infographic showing various Hr Manager job openings in Rochester, MI as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $79,287 per year, or $38.1 per hour.
Senior Payroll Compliance Program Manager

Senior Payroll Compliance Program Manager

Masco Corporation

Livonia, MI • On-site

Full-time

Posted 20 days ago

Masco rating

7.7

Company rating: 7.7 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

Job description

About the Role
This is an exciting opportunity to lead payroll compliance efforts at Masco Corporation! As the Senior Payroll Compliance Program Manager, you will be the organization's enterprise payroll compliance subject matter expert on federal (FLSA) and state payroll regulations, with deep expertise in California labor and compensation laws. You will set the compliance vision and governance model for pay practices, develop compliant and scalable system and process solutions, and provide executive-ready risk insights. Your work will be pivotal in reducing regulatory exposure. It will also strengthen internal controls and ensure sustained adherence to corporate policies and laws. These apply at the national, regional, and municipal levels.
Key Responsibilities
Regulatory Expertise & Interpretation
  • Act as the enterprise guide on FLSA and California labor time laws (including overtime/double time, meal and rest breaks, regular rate calculations, premium pay, final pay requirements, wage statement compliance, and paid sick leave), establishing standard interpretations and mentorship employed throughout the company.
  • Lead the regulatory change process for payroll compliance by tracking and interpreting federal, state, and local regulation updates. Translate requirements into a company-wide action plan. Lead prioritized policy, process, and system improvements.
  • Provide enterprise mentorship and final consultative support on pay practices, timekeeping rules, wage deductions, and tax-related matters; align suggestions to risk appetite, operational realities, and audit readiness.
  • Provide strategic leadership with collaborators to expand the compliance roadmap across adjacent domains (e.g., EEO, Pay Transparency, GDPR), ensuring cohesive governance, controls, and enterprise communications.
System Requirements, Configuration & Testing
  • Lead cross-functional projects with HRIS, Payroll Operations, IT, Finance, Legal, and external vendors to define enterprise system requirements that enable compliant, scalable pay calculations for hourly and salaried employees.
  • Serve as the compliance development authority for configuration, testing, validation, and implementation of payroll system updates (e.g., SAP, Workday, UKG/ADP), ensuring solutions meet regulatory intent and are auditable at scale.
  • Establish and lead enterprise control standards for system logic and timekeeping/payroll settings to ensure they align with FLSA and state requirements, especially California. Include detailed decision records, testing proof, and continuous monitoring.
Audit & Compliance Assurance
  • Develop and lead an enterprise audit program across timekeeping, payroll transactions, meal/rest break compliance, wage statements, garnishments, and taxation practices; define audit cadence, approach, and reporting standards.
  • Direct complex investigations by assessing root causes, quantifying risk/exposure, and sponsoring corrective-action plans with accountable owners; track remediation through closure and validate sustained efficiency.
  • Provide strategic support for internal controls, SOX compliance, and external/internal audit engagements, including executive summaries and regulator/auditor-ready documentation.
Training, Communication & Collaborator Education
  • Develop and coordinate an enterprise compliance education plan (curriculum, cadence, and efficiency measures) for HR, managers, supervisors, and payroll staff on FLSA, California wage and hour regulations, and compliant timekeeping practices.
  • Communicate to executives about compliance standing, new risk areas, system change consequences, and process optimizations; guide prioritization and allocation of resources across the organization.
Process Improvement & Risk Mitigation
  • Lead enterprise process-improvement initiatives to reduce compliance risk, improve accuracy, and increase automation; define success metrics (e.g., error rate reduction, audit findings closure time) and monitor outcomes.
  • Serve as a strategic change leader for new legislation, policies, and system upgrades. This includes crafting roadmaps, advising on tradeoffs, and ensuring balanced implementation by developing governance and controls.
Additional Responsibilities
  • Provide functional leadership to the Payroll team by mentoring, setting standards, and supporting critical issues. Ensure compliance oversight continues during busy times or unexpected staff shortages. Help build broader skills across the team.
Qualifications
Required
  • 8+ years of advancing experience in payroll compliance and payroll operations.
  • CPP or FPC certification.
  • Strong expertise in FLSA and the rules regulating wages and hours in California.
  • Proven responsibility for managing enterprise compliance programs.
  • Experience leading multi-state payroll compliance initiatives in a medium to large organization, including influencing collaborators throughout HR, IT/HRIS, Legal, Finance, and Operations.
  • Strong analytical and risk-assessment skills, including crafting audit methodologies, interpreting regulatory requirements, quantifying exposure, and presenting findings and recommendations to senior leaders.
  • Expertise in major payroll/timekeeping platforms (Workday, SAP, ADP, Kronos/UKG, etc.), involving managing requirements, controls, testing documentation, and validation for compliance-related modifications.
  • Excellent communication and influence skills; ability to translate complex regulations into business decisions, build consensus among senior collaborators, and sustain adoption through governance and training.

Preferred
  • Experience establishing compliance governance (standards, controls, documentation) and partnering with Internal Audit, Legal, and Finance on audit readiness and remediation.
  • Experience in industries with high volume hourly workforces (manufacturing, distribution, media, aerospace).
Proficiencies
  • Regulatory Strategy: Foresees regulatory change and converts requirements into a company-wide compliance roadmap and operational framework.
  • Enterprise Systems Governance: Leads the interpretation of regulatory requirements into scalable system/process controls, testing evidence, and auditable configurations.
  • Risk & Controls Leadership: Applies audit methodology, root cause analysis, and risk quantification to drive enterprise remediation and sustained control efficiency.
  • Strategic Influence: Builds alignment across HR, IT, Operations, Finance, and Legal; influences senior collaborators and guides decisions without direct authority.
  • Executive Communication & Enablement: Crafts clear, executive-ready narratives and leads enablement that sustains compliant behaviors and operating rigor.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
Company: Masco
Full time
Hiring Range: $76,400.00 - $120,010.00 USD
Actual compensation may vary based on various factors including experience, education, geographic location, and/or skills.
Masco Corporation (the "Company") is an equal opportunity employer and we strive to employ the most qualified individuals for every position. The Company makes employment decisions only based on merit. It is the Company's policy to prohibit discrimination in any employment opportunity (including but not limited to recruitment, employment, promotion, salary increases, benefits, termination and all other terms and conditions of employment) based on race, color, sex, sexual orientation, gender, gender identity, gender expression, genetic information, pregnancy, religious creed, national origin, ancestry, age, physical/mental disability, medical condition, marital/domestic partner status, military and veteran status, height, weight or any other such characteristic protected by federal, state or local law. The Company is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all people involved in the operations of the Company regardless of where the employee is located and prohibits unlawful discrimination by any employee of the Company.
Masco Corporation is an E-Verify employer. E-Verify is an Internet based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA) that allows participating employers to electronically verify the employment eligibility of their newly hired employees in the United States. Please click on the following links for more information.
E-Verify Participation Poster: English & Spanish
E-verify Right to Work Poster: English, Spanish
#LI-Remote

What Masco employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Masco logo

About Masco

Sourced by ZipRecruiter

Our founder, Alex Manoogian, arrived in the United States in 1920 with $50 in his pocket and a relentless drive to make a better life for himself and his family. Decades later, that drive continues to permeate every aspect of our business. We believe in better living possibilities—for our homes, our environment and our community. Across our businesses and geographies, we seek out these possibilities to grow ourselves, enhance our consumers’ lives, create long-term value for our shareholders and improve the world around us. As a family of companies, we share a strong ethical culture and continuous improvement mindset driven by people and backed by an operating system designed to leverage our scale.

Industry

Building materials and garden equipment dealers

Company size

10,000+ Employees

Headquarters location

Livonia, MI, US

Year founded

1929

Social media

FacebookTwitter

View All Masco Jobs

Apply