ZipRecruiter

Log In

1

Human Rights Commission Jobs in Michigan (NOW HIRING)

Michael Baker International

Bridge Engineer

Dearborn, MI · Hybrid

$85K - $120K/yr

... in a local human rights commission, or any other legally protected status. EEO is the Law. Applicants to and employees of Michael Baker International are protected under Federal law from ...

PVS Detroit

HR Technology Intern

Detroit, MI · On-site

$18 - $21/hr

... Opportunity Commission. As an equal opportunity employer, PVS makes all employment-related ... For further information, please review the Know Your Rights notice from the Department of Labor.

Prime Healthcare

Human Resource Coordinator

Port Huron, MI · On-site

$19.75 - $25.75/hr

... Commission's Gold Seal of Approval ® for Hospital Accreditation by demonstrating continuous ... Know Your Rights: Need help finding the right job? We can recommend jobs specifically for you ...

Qualus

Sr. Relay Field Technician

Walled Lake, MI · On-site

$18.75 - $25.50/hr

Commission new substations, power equipment, relaying (electro-mechanical, solid state and ... human rights legislation across Canada and the US. Employment Type: FULL_TIME

next page

Showing results 1-20

People also search for

All JobsHuman Rights Commission JobsHuman Rights Commission Jobs in Michigan

Human Rights Commission information

See Michigan salary details

$11

$23

$36

How much do human rights commission jobs pay per hour?

As of Jun 4, 2026, the average hourly pay for human rights commission in Michigan is $23.04, according to ZipRecruiter salary data. Most workers in this role earn between $17.40 and $26.39 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Human Rights Commissioner, and why are they important?

To thrive as a Human Rights Commissioner, you need a strong background in law, social sciences, or public policy, often supported by advanced degrees and experience in human rights advocacy. Familiarity with legal research tools, case management systems, and international human rights frameworks is typically required. Exceptional communication, cultural sensitivity, and ethical judgment are crucial soft skills for effectively engaging with diverse communities and stakeholders. These skills ensure fair and impactful decision-making, fostering trust and the promotion of human rights standards.

What are some common challenges faced by professionals working at a Human Rights Commission, and how can they be addressed?

Professionals at a Human Rights Commission often encounter challenges such as managing a high caseload, navigating sensitive or complex human rights issues, and working with diverse communities. Balancing impartiality while advocating for vulnerable groups requires strong communication and problem-solving skills. To address these challenges, staff benefit from ongoing training, collaborative teamwork, and access to support resources, ensuring they can effectively promote and protect human rights in their jurisdiction.

What is a Human Rights Commission?

A Human Rights Commission is an independent organization, often established by government statute, that works to protect and promote human rights within a specific jurisdiction. These commissions investigate complaints of discrimination or human rights violations, provide education about human rights laws, and may recommend policy changes to address systemic issues. They serve as a resource for individuals and communities seeking guidance or redress when their rights have been infringed. Human Rights Commissions typically operate at local, state, or national levels and help ensure that everyone is treated fairly and with dignity.

What is the difference between Human Rights Commission vs Human Rights Investigator?

AspectHuman Rights CommissionHuman Rights Investigator
CredentialsVaries by agency, often includes legal or human rights backgroundLegal, investigative, or human rights certifications often required
Work EnvironmentOffice-based, policy development, public outreachField investigations, interviews, report writing
Employer & IndustryGovernment agencies, non-profitsGovernment agencies, legal firms, advocacy groups
Search & Comparison IntentUnderstanding agency roles and functionsInvestigative procedures and responsibilities

The Human Rights Commission typically oversees policy, advocacy, and public education on human rights issues, while a Human Rights Investigator conducts investigations into violations. Both roles often require similar credentials and work within government or non-profit sectors, but their daily tasks and focus areas differ significantly.

What are the most commonly searched types of Human Rights jobs in Michigan? The most popular types of Human Rights jobs in Michigan are:
Human Rights Commission jobs near you
Infographic showing various Human Rights Commission job openings in Michigan as of May 2026, with employment types broken down into 2% As Needed, 67% Full Time, 26% Part Time, 2% Temporary, and 3% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $47,913 per year, or $23 per hour.
Director of Civil Rights Compliance

Director of Civil Rights Compliance

Portland Public Schools

Portland, MI • On-site

Full-time

Posted 17 days ago

Portland Public Schools (Oregon) rating

7.4

Company rating: 7.4 out of 10

Based on 16 frontline employees who took The Breakroom Quiz

149th of 544 rated elementary and secondary schools

Job description

Position Type:
ADMINISTRATORS
Date Posted:
5/18/2026
Location:
Central Office
Date Available:
07/01/2026
Closing Date:
Open until filled
TITLE: Director of Civil Rights Compliance
POSITION OVERVIEW:
The Director of Civil Rights Compliance is responsible for building on established work and moving the district toward an environment that is free from discrimination and harassment for all students, staff, families, and community members. This position was established pursuant to the Board of Public Education's December 2025 resolution affirming the district's commitment to equity, belonging, and supportive schools. The resolution directed the district to create a dedicated Civil Rights Officer role to improve accountability, transparency, and oversight of equity-related practices.
The Director investigates discrimination and harassment complaints involving both students and employees, ensures districtwide compliance with applicable federal and state civil rights laws, proposes policy to the Board of Public Education, and partners with the Director of People and Culture on staff training and prevention. For employee-facing investigations, the Director coordinates referrals and follow-through with Human Resources. The Director provides quarterly reports directly to the Board of Public Education.
ESSENTIAL RESPONSIBILITIES:
Investigations
  • Conduct prompt, thorough, and impartial investigations of formal and informal complaints alleging discrimination, harassment, retaliation, or denial of equal access on the basis of any protected class, including race, color, national origin, sex, gender identity and expression, sexual orientation, disability, religion, age, and veteran or military status.
  • Investigate both student-facing and employee-facing complaints. Upon completing an investigation, refer findings and recommended remediation to school-level staff and building administrators for student-facing matters, and to Human Resources for employee-facing matters.
  • Coordinate with Human Resources throughout employee-related investigations to ensure consistency with applicable collective bargaining agreements, employment law, and district personnel procedures.
  • Maintain a confidential case management system to track all complaints from intake through resolution, including timelines, findings, referrals, and documented outcomes.
  • Remain impartial throughout all investigations. When a complaint involves a party whose position compromises the CRO's independence, including central office leadership or the Superintendent, coordinate with the Superintendent and Board Chair to identify an alternative or external investigator.

Compliance
  • Serve as the district's designated coordinator for Title VI (race, color, national origin), Title IX (sex), Section 504 and ADA Title II (disability), and applicable Maine nondiscrimination requirements under Title 20-A and the Maine Human Rights Act.
  • Serve as the district's primary liaison to the Maine Human Rights Commission, the U.S. Department of Education Office for Civil Rights, the EEOC, and other external regulatory bodies. Manage external agency complaints and inquiries on behalf of the district.
  • Review district policies, procedures, publications, and practices on an ongoing basis to ensure alignment with current federal and state civil rights requirements. Where gaps are identified, develop proposed policy language and practices for Board and staff consideration.

Policy Development
  • Develop and propose civil rights and nondiscrimination policy recommendations to the Board of Public Education, working in coordination with the Superintendent and the Policy Committee as appropriate.
  • As needed, raise policy concerns directly to the Board as part of the quarterly reporting relationship, independent of administrative review.

Training and Prevention
  • Partner with the Director of People and Culture to design and deliver districtwide civil rights training covering nondiscrimination obligations, complaint procedures, and staff responsibilities. Ensure training reaches all employee groups, including administrators, teachers, and support staff.
  • Develop accessible materials informing students, families, and staff of their rights under district nondiscrimination policy and applicable law.
  • Support building administrators and department leaders in proactively identifying and addressing conditions that may give rise to discrimination or discriminatory harassment.

Student Engagement
  • Establish a student advisory group to inform the work of the department.
  • Partner with students, school administrators, and school staff to establish and maintain effective peer-to-peer conflict management.
  • Partially measure the successes of the office through the perceptions of students as measured by a student survey to gauge students' sense of belonging, positive environment and other key metrics for joyful school culture.

Quarterly Board Reporting (Dotted-Line Accountability)
  • Present a written quarterly report directly to the Board of Public Education at a regularly scheduled Board meeting. Reports shall include a summary of complaints received by type and protected class; investigation status and outcomes; referrals made to school staff and to Human Resources; training completed across the district; any systemic patterns or emerging concerns; and policy recommendations under development.
  • Annual reports shall include trend data across the full school year and a summary of external agency activity.
  • Request time on a Board agenda outside the quarterly schedule to present urgent civil rights matters as needed.

KNOWLEDGE, SKILLS, AND ABILITIES:
  • Thorough knowledge of federal and state civil rights laws applicable to K-12 public education, including Title VI, Title VII, Title IX, ADA Title II, Section 504, and Maine nondiscrimination statutes.
  • Demonstrated ability to plan and conduct impartial, legally sound investigations, including interviewing witnesses, analyzing evidence, and producing clear written findings and recommendations.
  • Ability to coordinate effectively with Human Resources on employee-facing matters and with school-level administrators on student-facing matters.
  • Strong written and oral communication skills, including the ability to present complex findings and policy recommendations to a governing board and diverse staff audiences.
  • Ability to maintain confidentiality, exercise sound judgment, and remain objective in adversarial and/or politically sensitive situations.
  • Strong equity orientation, cultural competence,and power analysis with the ability to engage respectfully across lines of race, language, national origin, disability, gender, and other dimensions of identity.
  • Skilled at designing and facilitating professional development and training for adult audiences in collaboration with other departments.
  • Proficiency with case management, data tracking, and standard office technology.

EDUCATION, TRAINING, AND EXPERIENCE:
  • A Juris Doctor (JD) from an accredited law school or an advanced degree (master's or higher) in public administration, education, human rights, organizational leadership, or a closely related field is required.
  • A minimum of three to five years of direct experience conducting discrimination or harassment investigations under one or more of the following: Title VI, Title VII, Title IX, ADA, Section 504, or equivalent state civil rights statutes.
  • Prior service as a Title IX Coordinator, EEO Officer, or Affirmative Action Officer is preferred.
  • Experience working in a K-12 public school district or other public educational institution is preferred.
  • Familiarity with Maine Human Rights Commission complaint processes and Maine nondiscrimination law is preferred.
  • Experience developing and facilitating civil rights or employment equity training for adult professional audiences is preferred.

CREDENTIAL REQUIREMENTS:
  • Maine State CHRC authorization (fingerprints) (more info)

EMPLOYMENT DETAILS:
  • Schedule: Full Year, Full Time (1.0 FTE)
  • Assignment: Permanent
  • Overtime: Not eligible for overtime
  • Salary range: $120,000 - $140,000 annually
  • Contract: Non-bargaining
  • Benefits: Eligible for a generous benefits package as outlined here

Portland Public Schools is committed to maintaining a work and learning environment free from discrimination on the basis of race, color, religion, national origin, pregnancy, gender, sexual orientation, marital/civil union status, ancestry, place of birth, age, citizenship status, veteran status, political affiliation or disability, as defined and required by state and federal laws.

What Portland Public Schools (Oregon) employees say

Pay

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply