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Human Resource Rotational Program Jobs in Michigan

NYX, LLC

Corporate Human Resource Coordinator

Plymouth, MI · On-site

$20 - $26.25/hr

HR Employment Type: Full Time Location: NYX Corporate Reporting To: Human Resource Manager ... Support FMLA and employee leave programs (documentation, tracking, communication). * Assist with ...

Gerdau

Human Resource Senior Manager

Jackson, MI · On-site

Partner with senior leaders to develop and execute HR strategies aligned to business goals * Lead labor relations activities, including union negotiations, contract management, and complex issue ...

NYX, LLC

Corporate Human Resource Coordinator

Plymouth, MI

$20 - $26.25/hr

Support FMLA and employee leave programs (documentation, tracking, communication). * Assist with ... Knowledge of Human Resources and payroll administration practices. * Knowledge of benefit, payroll ...

Magna

Human Resource Admin

Boyne City, MI

Provides HR administrative support as required. ESSENTIAL RESPONSIBILITIES * Maintains Kronos ... programs, completing audit tasks as assigned or required and reporting any possible unsafe or non ...

Magna

Human Resource Admin

Boyne City, MI · On-site

Provides HR administrative support as required. ESSENTIAL RESPONSIBILITIES * Maintains Kronos ... programs, completing audit tasks as assigned or required and reporting any possible unsafe or non ...

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All JobsHuman Resource Rotational Program JobsHuman Resource Rotational Program Jobs in Michigan

Human Resource Rotational Program information

See Michigan salary details

$23.1K

$38.6K

$52.3K

How much do human resource rotational program jobs pay per year?

As of Jun 11, 2026, the average yearly pay for human resource rotational program in Michigan is $38,563.00, according to ZipRecruiter salary data. Most workers in this role earn between $32,700.00 and $41,800.00 per year, depending on experience, location, and employer.

What is a Human Resource Rotational Program?

A Human Resource Rotational Program is a structured early-career development initiative offered by many organizations. Participants rotate through various HR functions, such as recruitment, benefits administration, employee relations, and talent development, over a set period (usually 1-3 years). The goal is to provide broad exposure, hands-on experience, and a comprehensive understanding of HR operations, helping participants identify their strengths and preferred HR specialties. These programs often include mentorship, training sessions, and networking opportunities to support professional growth.

What are the key skills and qualifications needed to thrive in a Human Resource Rotational Program, and why are they important?

To thrive in a Human Resource Rotational Program, candidates generally need a bachelor's degree in human resources, business, or a related field, along with foundational knowledge in HR principles and practices. Familiarity with HR information systems (HRIS), Microsoft Office Suite, and, in some programs, certification like SHRM-CP or PHR can be advantageous. Strong interpersonal skills, adaptability, and effective communication help participants excel while rotating through various HR functions and collaborating with diverse teams. These skills and qualifications are crucial for building a broad HR skill set, delivering value across departments, and preparing for future leadership roles.

What is the difference between Human Resource Rotational Program vs HR Coordinator?

AspectHuman Resource Rotational ProgramHR Coordinator
CredentialsBachelor's degree often required; some programs may prefer HR certificationsBachelor's degree in HR, Business, or related field; certifications are a plus
Work EnvironmentStructured, rotational assignments across HR functions, often in large organizationsOffice-based, supporting HR functions like recruitment, onboarding, and employee relations
Employer & Industry UsageCommon in large corporations and multinational companies for developing future HR leadersWidely used across industries for entry-level HR support roles

The Human Resource Rotational Program is designed to give participants broad exposure to HR functions through rotations, preparing them for future leadership roles. In contrast, HR Coordinators focus on supporting specific HR tasks and processes. Both roles require similar educational backgrounds, but the rotational program offers a comprehensive development experience, while the coordinator role emphasizes operational support.

What kinds of projects and experiences can participants expect during a Human Resource Rotational Program?

Participants in a Human Resource Rotational Program typically gain exposure to multiple HR functions, such as talent acquisition, employee relations, compensation and benefits, and learning and development. Throughout the rotations, you may work on projects like supporting recruitment campaigns, managing onboarding processes, assisting with performance management, or helping develop employee engagement initiatives. This structure is designed to help you build a comprehensive understanding of HR practices, develop a broad skill set, and identify areas of interest for long-term career growth. Collaboration with HR business partners, managers, and other departments is common, offering valuable networking and mentorship opportunities.
What are popular job titles related to Human Resource Rotational Program jobs in Michigan? For Human Resource Rotational Program jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Human Resource Rotational Program jobs in Michigan look for? The top searched job categories for Human Resource Rotational Program jobs in Michigan are:
Human Resource Rotational Program jobs near you
Infographic showing various Human Resource Rotational Program job openings in Michigan as of June 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $38,563 per year, or $18.5 per hour.

Human Resource Manager/Director

Arbor Research

Ann Arbor, MI • On-site, Remote

Full-time

Retirement

Posted yesterday

Job description

Human Resource Manager
Characteristic Duties and Responsibilities
  • Handle all aspects of Human Resources, including but not limited to, recruitment, employee development and relations, performance evaluations, benefit administration, HR systems, payroll, policy interpretation, and special projects.
  • Lead activities in support of the organization's strategic objectives assigned to the HR area.
  • Write, implement, and provide guidance to the management team about policies related to HR. Provide HR-related insights on all operating procedures. Provide effective communication of these policies, emphasizing thoughtful, fair, and consistent interpretation.
  • Provide counsel to employees (including supervisors and staff at all levels) regarding personnel issues such as workplace productivity and interpersonal relationships. Triage and arrange availability of external resources such as employee assistance programs, and implement any necessary disciplinary actions, documentation, or grievance procedures. Maintain an environment in which all employees are comfortable approaching members of the HR department with concerns of any type, with assurance of confidentiality and problem-solving intent.
  • Oversee the hiring and onboarding processes, including designing a recruitment procedure that is effective and appropriate for each target staff. Serve as lead recruiter for select positions, as needed.
  • Manage work eligibility issues ( I9, Visa) for employees
  • Design and negotiate a competitive benefit program that reflects the points of view and values of a diverse staff. Provide thoughtful communication with staff about benefit issues that reflects fair and consistent implementation of benefit programs.
  • Serve as Plan Administrator for the organization's Health & Welfare benefit plans and Retirement Plans. Under oversight from the President or VP Finance, manage related compliance activities, including required audits.
  • Manage the annual performance review process, review and revise job descriptions. Use appropriate tools to ensure fair and competitive salaries. Facilitate constructive feedback from supervisors to employees.
  • Design and implement a comprehensive learning and development program in line with the organization's strategic objectives.
  • Design and oversee implementation of an efficient system of employee records that complies with all organizational process and legal needs.
  • Oversee staff departure processes, such as exit interviews, COBRA administration, unemployment claims, and document maintenance.
  • Ensure legal compliance for all HR related functions and programs, including but not limited to, OSHA, EEO, ADA, Civil Rights and Department of Labor policies. Respond to inquiries and investigations and file mandatory reporting requirements. Track and manage compliance (e.g., FLSA, FMLA, and Workers Compensation).

Supervision Received
General administrative supervision is received from the President. Close collaboration is expected with the Management and the operations and finance teams.
Supervision Exercised
Direct reports include all members of the Human Resource team.
Required Qualifications
  • Bachelor's degree with at least 3-5 years of Human Resources Management experience
  • Excellent organizational skills and ability to multi-task
  • Excellent verbal and written communication skills
  • Proficiency with all Microsoft Office applications
  • Ability to meet deadlines and perform under pressure
Desirable Qualifications
  • Health research background and/or professional services experience
  • Government contractor experience

Human Resource Director
Characteristic Duties and Responsibilities
  • Oversee all aspects of human resources (HR), including but not limited to, recruitment, employee development and relations, performance evaluations, benefit administration, HR systems, payroll, policy interpretation, and strategic initiatives.
  • Develop and manage the annual budgets for the HR department, professional development program, staff activities program, and organizational compensation program.
  • Work with the Arbor Research leadership team to craft the company's vision and mission. Develop and implement a human resources strategic plan in support of the organization's strategic objectives.
  • Lead change initiatives across the organization to optimize organizational potential and achieve strategic business and operational objectives.
  • Maintain effective vendor relationships, including HR legal counsel, benefits broker, retirement administrators, and others. Evaluate existing and prospective HR-related vendors.
  • Develop HR policies, oversee fair and consistent implementation, and provide related guidance to managers.
  • Provide advice and resources to employees (including supervisors s and staff at all levels) regarding personnel issues, and oversee disciplinary actions and/or performance management plans as needed.
  • Oversee staff hiring, onboarding, and departures, ensuring that the processes for each are supportive of the organization's culture strategic initiatives. .
  • Oversee work eligibility ( I-9 Process/ Visa) for employees.
  • Design and negotiate a competitive benefit program that reflects the points of view and values of a diverse staff.
  • Serve as plan administrator for the organization's health & welfare benefit plans and retirement plans. Under oversight from the President and in collaboration with the Vice President of Finance, manage related compliance activities, including required audits.
  • Oversee the design of an efficient human resources information system (HRIS) of employee records that complies with all organizational process and legal needs.
  • Design and oversee the implementation of equitable and rewarding programs for talent management, learning and development, and compensation.
  • Ensure legal compliance for all HR-related functions and programs, including but not limited to, OSHA, EEO, ADA, Civil Rights, and Department of Labor policies. Respond to inquiries and investigations and file mandatory reporting requirements.
  • Design and implement the organization's Culture program.
  • Serve as staff liaison to the Board of Directors Human Resources & Compensation Committee
  • Assists executives and/or senior directors in defining organizational goals and strategic plans.

Supervision Received
General administrative supervision is received from the President/CEO.
Supervision Exercised
Direct reports include all members of the human resource team.
Required Qualifications
  • Bachelor's degree with at least ten (10) years of HR Management experience
  • HR certification (sponsored by HRCI or SHRM)
  • Excellent organizational skills and ability to multi-task
  • Excellent verbal and written communication skills
  • Proficiency with all Microsoft Office applications
  • Ability to meet deadlines and perform under pressure
Desirable Qualifications
  • Health research background and/or professional services experience
  • Government contractor experience

Core Values
Our core values define who we are as an organization and serve as the foundation of our code of ethics. Arbor Research expects all employees to embody these and demonstrate them in our day-to-day work.
  • Collaborative Spirit

We expect each staff member to learn from and teach one another, and ask each to exhibit a curiosity and respect for the contributions of others.
  • Creativity

We strive to cultivate a challenging, stimulating, and supportive environment where our employees are expected to be inquisitive, take initiative, and demonstrate ingenuity.
  • Credibility

Our employees are smart, thoughtful, and objective in their work. We expect them to be technically solid in their area of expertise, and for those conducting research to demonstrate scientific rigor.
  • Dedication

Our team achieves success because of our dedication to carrying out high quality work and delivering trusted results.
Annual Salary Range
(US National Average)
HR Manager: $88,500 - $115,500
HR Director: $118,500 - $156,750
This position is classified as exempt according to FLSA guidelines
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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