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Human Resources Development Jobs in Detroit, MI (NOW HIRING)

365 Retail Markets

Human Resources

Troy, MI · On-site

HR Compliance & Administration Maintain employee records to ensure accuracy and confidentiality. Assist with policy development, implementation, and communication. Monitor and support compliance with ...

365 Retail Markets

Human Resources

Troy, MI · On-site

HR Compliance & Administration Maintain employee records to ensure accuracy and confidentiality. Assist with policy development, implementation, and communication. Monitor and support compliance with ...

Ginosko Development Company

HR Generalist

Novi, MI

Job Summary The Human Resources Generalist supports a diverse portfolio of Ginosko companies by delivering high-quality HR services across key operational areas. Reporting directly to the CHRO, this ...

Dana

HR Generalist

Novi, MI · On-site

This role is responsible for delivering HR services including employee relations, performance management, talent development, and compliance, with a strong focus on supporting a high-performing ...

BTM Ventures LLC

HR Director

Southfield, MI

Own leadership development, succession planning, performance management, policy development, and HR SOPs. * Partner with Operations, Finance, and Development to keep people strategy aligned with ...

BTM Ventures LLC

HR Director

Southfield, MI · On-site

Own leadership development, succession planning, performance management, policy development, and HR SOPs. * Partner with Operations, Finance, and Development to keep people strategy aligned with ...

Walmart

Human Resources

Shelby Township, MI · On-site

$20 - $33/hr

... development, succession planning, scheduling, attendance, and performance needs by identifying and analyzing HR (Human Resources) related issues; and providing guidance on the execution of company HR ...

Dana Incorporated

HR Generalist

Novi, MI · On-site

This role is responsible for delivering HR services including employee relations, performance management, talent development, and compliance, with a strong focus on supporting a high-performing ...

BTM Ventures LLC

HR Director

Southfield, MI · On-site

Own leadership development, succession planning, performance management, policy development, and HR SOPs. * Partner with Operations, Finance, and Development to keep people strategy aligned with ...

Dana Incorporated

HR Generalist

Novi, MI · On-site

This role is responsible for delivering HR services including employee relations, performance management, talent development, and compliance, with a strong focus on supporting a high-performing ...

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All JobsHuman Resources Development JobsHuman Resources Development Jobs in Detroit, MI

Human Resources Development information

See Detroit, MI salary details

$31.1K

$60.2K

$89.7K

How much do human resources development jobs pay per year?

As of Aug 29, 2026, the average yearly pay for human resources development in Detroit, MI is $60,242.00, according to ZipRecruiter salary data. Most workers in this role earn between $47,600.00 and $67,700.00 per year, depending on experience, location, and employer.

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 can I do with a human resources 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, recruitment, and HR strategy, often utilizing HRIS software and earning certifications like SHRM or HRCI to advance their careers.

What are popular job titles related to Human Resources Development jobs in Detroit, MI?

For Human Resources Development jobs in Detroit, MI, the most frequently searched job titles are:

What job categories do people searching Human Resources Development jobs in Detroit, MI look for?

The top searched job categories for Human Resources Development jobs in Detroit, MI are:

Human Resources Development jobs near you
Infographic showing various Human Resources Development job openings in Detroit, MI as of August 2026, with employment types broken down into 3% Internship, 73% Full Time, 13% Part Time, 3% Temporary, 5% Contract, and 3% Nights. Highlights an 97% In-person, and 3% Remote job distribution, with an average salary of $60,242 per year, or $29 per hour.

Assistant Director of Human Resources

Detroit, MI • On-site

Veterans Benefits Administration (VBA)
Public Administration • 1 - 10 employees
Learn more about Veterans Benefits Administration (VBA)external

$126K/yr

Full-time

Posted 14 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:08/28/2026.
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-4 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-4 level of the Federal Government, requiring knowledge of and/or skill in applying laws, regulations, rules, principles, policies, methods, practices, supporting customers, communicating inwriting 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 fi elds, 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: As a current Federal, GS employee you must meet time-in-grade requirements by the closing date of this announcement.
  • 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. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade.
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

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