ZipRecruiter

Log In

1

Human Resources Development Jobs in Michigan (NOW HIRING)

Champion Foods

Director, Human Resources

Detroit, MI · On-site

Partner with HR leadership and provide input on development of, as well as ensure adherence and compliance with, enterprise-wide HR policies, procedures, programs, and guidelines. * Drive a culture ...

TTEC

Human Resources Manager

Dearborn, MI

This position is responsible for strategy development, in conjunction with the HR Director and an HR SME for the site, providing strategic direction to all functional areas related to people and the ...

Nestle

Human Resources Manager

Fremont, MI

The Human Resources Manager provides strategic and operational HR support to the Nestle R&D Center for Baby Food Meals & Drinks in Fremont, MI, helping to align organizational design and HR strategy ...

Minth North America

HR Generalist

East Tawas, MI · On-site

$65K - $75K/yr

Training and Development: * Collaborate with department managers to identify training needs and develop training programs. * Facilitate training sessions on various HR topics, including diversity and ...

CFS

HR Manager

Niles, MI · On-site

$80K - $95K/yr

Human Resources Manager Salary Range: $80,000-$95,000 annually, based on experience and ... Coordinate employee training programs and leadership development initiatives * Identify training ...

CapstoneONE Search

Human Resources Manager

Muskegon, MI · On-site

This role focuses on employee relations, talent development, HR compliance, performance management, and workforce engagement. Key Responsibilities * Partner with leadership to execute HR strategies ...

CFS

HR Manager

Niles, MI · On-site

$80K - $95K/yr

Human Resources Manager Salary Range: $80,000-$95,000 annually, based on experience and ... Coordinate employee training programs and leadership development initiatives * Identify training ...

McLaren

Manager Human Resources

Lapeer, MI · On-site

The HR Manager is actively involved in the development of project achievement of the organization's business goals. The HR Manager coordinates the implementation of HR services, polices, and programs ...

Percepta

Human Resources Manager

Dearborn, MI

This position is responsible for strategy development, in conjunction with the HR Director and an HR SME for the site, providing strategic direction to all functional areas related to people and the ...

Percepta

Human Resources Manager

Dearborn, MI · Hybrid

This position is responsible for strategy development, in conjunction with the HR Director and an HR SME for the site, providing strategic direction to all functional areas related to people and the ...

CFS

Human Resources Generalist

Lansing, MI · On-site

Support policy development and implementation * Coordinate employee engagement initiatives and company events Qualifications * 3+ years of progressive HR experience * Experience with HRIS systems and ...

CFS

Human Resources Generalist

Lansing, MI

Support policy development and implementation * Coordinate employee engagement initiatives and company events Qualifications * 3+ years of progressive HR experience * Experience with HRIS systems and ...

Walsh College

Human Resources Manager

Troy, MI · On-site

Recruiting and onboarding process development experience required * HRIS experience strongly preferred * Strong leadership presence with the ability to train and influence managers Compensation ...

next page

Showing results 1-20

All JobsHuman Resources Development JobsHuman Resources Development Jobs in Michigan

Human Resources Development information

See Michigan salary details

$29.6K

$57.4K

$85.4K

How much do human resources development jobs pay per year?

As of Jul 17, 2026, the average yearly pay for human resources development in Michigan is $57,385.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,300.00 and $64,500.00 per year, depending on experience, location, and employer.

What can I do with a human resource development degree?

A human resources development degree prepares individuals for roles such as HR specialist, training and development manager, or organizational development consultant. Graduates can work in employee training, talent management, or HR administration, often utilizing skills in communication, conflict resolution, and HR software. Certifications like SHRM or HRCI can enhance job prospects in this field.

What is Human Resources Development?

Human Resources Development (HRD) refers to the process of improving an organization's workforce by enhancing employees' skills, knowledge, and abilities. This includes activities like training, career development, performance management, and organizational development. HRD aims to help employees reach their full potential, which in turn supports the overall goals and success of the organization. Effective HRD strategies can lead to higher job satisfaction, better performance, and increased retention.

What are the key skills and qualifications needed to thrive in Human Resources Development, and why are they important?

To excel in Human Resources Development, you need expertise in talent management, organizational development, and training program design, often supported by a degree in HR, business, or psychology. Familiarity with HRIS platforms, learning management systems (LMS), and certifications such as SHRM-CP or ATD are commonly required. Strong interpersonal skills, emotional intelligence, and the ability to facilitate communication and change make professionals stand out in this field. These skills and qualifications are vital for effectively fostering employee growth, improving workplace culture, and aligning workforce capabilities with organizational goals.

What are some common challenges faced by professionals in Human Resources Development, and how can they be addressed?

Professionals in Human Resources Development often encounter challenges such as keeping up with rapidly changing industry trends, aligning training programs with organizational goals, and engaging employees in learning opportunities. To address these challenges, it is important to stay informed about the latest HR technologies and best practices, collaborate closely with department leaders to ensure training is relevant, and use feedback tools to tailor development programs to employee needs. Building strong relationships across teams and continuously evaluating the effectiveness of development initiatives can also help HR Development professionals drive lasting impact.

What is the difference between Human Resources Development vs Human Resources Generalist?

AspectHuman Resources DevelopmentHuman Resources Generalist
CredentialsTypically requires a degree in HR, Education, or related fields; certifications like SHRM-CP or PHR are commonRequires a degree in HR, Business, or related fields; similar certifications like SHRM-CP or PHR are often preferred
Work EnvironmentFocuses on training, employee development, and organizational growth initiativesHandles a broad range of HR functions including recruitment, employee relations, and compliance
Employer & Industry UsageUsed in organizations emphasizing employee development and training programsCommon across various industries for general HR support roles

Human Resources Development primarily concentrates on employee training and organizational growth, while Human Resources Generalist manages a wide array of HR functions. Both roles require similar credentials and are vital in supporting organizational HR needs, but their focus areas differ significantly.

What is the highest paid HR job?

The highest paid HR roles are typically HR Directors or Chief Human Resources Officers (CHROs), who oversee strategic HR functions and organizational policies. These positions often require extensive experience, leadership skills, and advanced certifications, with salaries reflecting their seniority and scope of responsibility.

What is the work of human resource development?

Human resource development involves training, education, and organizational development activities aimed at improving employees' skills, knowledge, and performance. HR professionals design and implement programs to support workforce growth, enhance productivity, and align employee capabilities with organizational goals.

Is HR replaced by AI?

Human Resources Development involves managing employee relations, recruitment, and training, which currently cannot be fully replaced by AI. While AI tools can assist with tasks like screening resumes and data analysis, human judgment and interpersonal skills remain essential for effective HR functions.
What are popular job titles related to Human Resources Development jobs in Michigan? For Human Resources Development jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Human Resources Development jobs in Michigan look for? The top searched job categories for Human Resources Development jobs in Michigan are:
What cities in Michigan are hiring for Human Resources Development jobs? Cities in Michigan with the most Human Resources Development job openings:
Human Resources Development jobs near you
Infographic showing various Human Resources Development job openings in Michigan as of July 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $57,385 per year, or $27.6 per hour.
Director, Human Resources

Director, Human Resources

Champion Foods

Detroit, MI • On-site

Full-time

Re-posted 23 days ago

Job description

Build a Bigger, Better, Bolder Future
Imagine working for a company that measures its success based off the growth of its colleagues, a company that invests in its future by investing in you. Little Caesars is a company where our colleagues make an impact.
Your Mission:
The Director, Human Resources is responsible for further developing, aligning and executing human resources strategies in support of our mission of building passionate, high-performing teams that inspire and enhance the communities where our fans live, work, play and win.
This position oversees all aspects of human resources processes including colleague relations, performance management, learning and development, succession planning, organizational change, colleague engagement activities, ensuring legal labor compliance, internal communications, and office facility services. Ensures HR policies are successfully implemented, and guidance is provided on proper interpretation/application of the policies. Responsible for coaching, mentoring, and developing HR leaders on best practices and people management. Together with our senior leadership, this position will define key Human Resources needs to plan and build a first-class organization that promotes a culture of growth and innovation.
How You'll Make an Impact:
  • Partner with SVP, Human Resources to implement a strategic human resources plan and support people leaders to integrate into overall business plan.
  • Influence leadership by establishing credibility, trust, and rapport throughout the organization to be an effective listener and problem solver of business and people issues.
  • Work with leadership to develop and execute human resource strategies that are aligned with the business' strategic plans.
  • Focus on culture through defining and implementing strong practices and processes in talent management and development, organizational design, performance management, coaching, retention, and engagement of staff.
  • Provide counsel to colleagues and management on employment issues, in conjunction with Legal as needed. Assure compliance with federal and state labor and employment laws to minimize risk/exposure to the company and coordinate all required compliance activities in partnership with Legal Department. Conduct investigations, provide guidance on performance conduct matters, facilitate the resolution of disputes, interprets company policy, etc.
  • Partner with HR leadership and provide input on development of, as well as ensure adherence and compliance with, enterprise-wide HR policies, procedures, programs, and guidelines.
  • Drive a culture of high performance through the practical implementation of best practices.
  • Ensure HR staff have relationships with colleagues at all levels to become trusted advisors, advocates, and coaches managers in order to prevent or troubleshoot problems and direct colleague relations issues to a successful resolution.
  • Leverage HR analytics data in support of decision making in the areas of recruitment, talent management, colleague engagement, performance, and retention.
  • Evaluate and improve upon HR processes and metrics, with a consistent focus to streamline and automate existing processes.
  • Lead the on-going design, development, and execution of initiatives, programs, processes, and policies that deliver a top-notch work environment and company culture, such as: new hire onboarding for both remote and on-site hires, training and development programs to improve staff skills, leadership competencies, communication, and organizational effectiveness.
  • Analyze and evaluate the retention, performance and workforce productivity of the colleague base identifying root causes and making recommendations for improvement.
  • Partner with SVP, Human Resources to identify, develop, execute, and measure diversity and inclusion strategies and programming.
  • Direct and guide training and development ensuring alignment with the company's strategies and objectives.
  • Monitors learning and development outcomes and makes interventions to improve results.
  • Direct efforts to create pilot programs and policies that embody workforce development.
  • Develop people-related communications programs, policies, and procedures.
  • Collaborate with Marketing on employer branding efforts to ensure consistency across internal and external mediums.
  • Maintain the highest level of confidentiality and sensitivity to all HR related matters and information.
  • Provide support and development to HR staff through performance management, coaching, training, motivation, and discipline where appropriate.
  • Maintain a working knowledge of relevant regulatory issues, of professional or industry substantive codes and of federal and state laws and regulations.
  • Direct and guide office facility services ensuring policies and procedures are implemented and adhered to creating a safe and engaging work environment.

Who You Are:
  • Bachelor's degree in Human Resources or related discipline.
  • 7+ years of progressive human resources experience including 5 years track record of success as a Human Resources leader.
  • Strong understanding of human resource management principles, practices, and procedures; and thorough knowledge of relevant employment laws and compliance parameters.
  • Change management experience, such as workplace transformation and organization design, focusing on the people side of change preferred.
  • Able to work autonomously on all aspects of executing responsibilities of the position.
  • Effective judgment, problem solving and decision-making skills.
  • Strong leadership skills, including excellent written and oral communication skills, and strong interpersonal skills.
  • Highly self-motivated and directed, with a keen attention to detail, and proven analytical, evaluative, and problem-solving abilities.
  • Ability to execute strategically and tactically across the organization.
  • Ability to effectively gain the trust of multiple stakeholders across the company, while able to identify opportunities that add value to the company.
  • Ability to work effectively in a fast-paced environment with quick deadlines and multiple demands.
  • Must be able to work with confidential information and exercise good judgment.
  • Highly organized, detail driven with ability to prioritize workload.
  • Considerable knowledge of the policies, practices, and techniques of general management and administration.
  • Ability to make accurate and sound analyses and evaluations of personnel problems.
  • Working knowledge of local, state, and federal labor/EEO laws.
  • Experience with Workday is helpful.

Where You'll Work:
  • Occasional irregular and extended hours including nights and weekends.
  • This position requires ability to travel up to 50% of the time, by way of a variety of transportation modes.
  • Normal office environment.

All items listed above are illustrative and not comprehensive. They are not contractual in nature and are subject to change at the discretion of Champion Foods LLC.
Champion Foods LLC is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regards to that individual's race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender identity, age, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law.
The Company will strive to provide reasonable accommodations to permit qualified applicants who have a need for an accommodation to participate in the hiring process (e.g., accommodations for a job interview) if so requested.
This company participates in E-Verify. Click on any of the links below to view or print the full poster. E-Verify and Right to Work.
PRIVACY POLICY

Apply