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Remote Human Robot Interaction Jobs in Michigan (NOW HIRING)

Pillar Technology

Experience Architect

Detroit, MI · On-site +1

Bachelor's in Interaction Design, Graphic Design, HCI, Psychology, Human-Computer Interaction ... Experience working with and conducting remote user testing, survey research, usability testing ...

Dutch

Virtual Care Veterinarian (Remote)

Lansing, MI · Remote

$50 - $80/hr

Communicate clearly, compassionately, and with care in every interaction * Document all encounters ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

Dutch

Virtual Care Veterinarian (Remote)

Detroit, MI · Remote

$50 - $80/hr

Communicate clearly, compassionately, and with care in every interaction * Document all encounters ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

Dutch

Virtual Care Veterinarian (Remote)

Kalamazoo, MI · Remote

$50 - $80/hr

Communicate clearly, compassionately, and with care in every interaction * Document all encounters ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

Common Ground

988 Crisis Specialist

Pontiac, MI · On-site +1

$21/hr

The ideal Crisis Specialist is a strong, self-driven, dedicated individual who works fully remote ... use, human trafficking, mental illness and more. Day in the Life * Provide crisis support to ...

Common Ground

988 Crisis Specialist

Pontiac, MI · On-site +1

$21/hr

The ideal Crisis Specialist is a strong, self-driven, dedicated individual who works fully remote ... use, human trafficking, mental illness and more. Day in the Life * Provide crisis support to ...

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Remote Human Robot Interaction information

What is a remote human robot interaction specialist?

A Remote Human Robot Interaction (HRI) specialist is a professional who designs, studies, and manages the ways humans interact with robots, especially when the interaction occurs remotely. This role involves developing user interfaces, communication protocols, and control systems that allow people to operate or collaborate with robots from a distance. Specialists in this field often work in areas like telemedicine, remote industrial automation, or research, ensuring that robotic systems are intuitive, efficient, and safe for remote users. They may also analyze user feedback and robot performance to improve future interactions. Their work is essential for advancing the effective and ethical integration of robots in everyday human environments.

What are typical collaboration and communication methods used in a remote human robot interaction role?

In a Remote Human Robot Interaction (HRI) position, professionals frequently collaborate with multidisciplinary teams including robotics engineers, UX designers, and software developers. Communication often occurs through digital channels such as video conferencing, project management platforms, and shared code repositories, given the remote nature of the work. Regular virtual meetings and real-time messaging help ensure alignment on user studies, system updates, and experiment results. Effective documentation and clear communication are vital to coordinate research findings and integrate feedback from both technical and non-technical stakeholders.

What are the key skills and qualifications needed to thrive as a remote human robot interaction specialist, and why are they important?

To thrive in Remote Human Robot Interaction, you need expertise in robotics, human-computer interaction, and programming, often backed by a degree in computer science, engineering, or a related field. Familiarity with teleoperation platforms, ROS (Robot Operating System), and user interface design tools is typically required. Strong communication, problem-solving, and collaboration skills help you design intuitive systems and work with multidisciplinary teams. These competencies ensure effective, user-centered remote robotic solutions that enhance usability and safety.

What are the most commonly searched types of Human Robot Interaction jobs in Michigan?

The most popular types of Human Robot Interaction jobs in Michigan are:

What are popular job titles related to Remote Human Robot Interaction jobs in Michigan?

For Remote Human Robot Interaction jobs in Michigan, the most frequently searched job titles are:

What job categories do people searching Remote Human Robot Interaction jobs in Michigan look for?

The top searched job categories for Remote Human Robot Interaction jobs in Michigan are:

What cities in Michigan are hiring for Remote Human Robot Interaction jobs?

Cities in Michigan with the most Remote Human Robot Interaction job openings:

Remote Human Robot Interaction jobs near you
Infographic showing various Remote Human Robot Interaction job openings in Michigan as of August 2026, with employment types broken down into 93% Full Time, and 7% Contract. Highlights an 100% Remote job distribution.

Senior Executive Search Partner (Remote)

Stryker

Grand Rapids, MI • On-site, Remote

$133K - $222K/yr

Full-time

Posted 4 days ago

Stryker rating

8.2

Company rating: 8.2 out of 10

Based on 112 frontline employees who took The Breakroom Quiz

130th of 495 rated machine equipment manufacturers

Job description

Work Flexibility: Remote

What You Will Do

Serves as an Executive Search and Talent Advisory professional responsible for delivering executive hiring outcomes across Stryker's Technology & Engineering landscape. Leads end-to-end executive search engagements across enterprise technology and product-focused technology capabilities while serving as a trusted advisor to business leaders and HR partners on executive talent decisions.

Partners closely with business leaders and HR to understand business, technology, and talent priorities and translate them into actionable executive search and talent strategies. Develops and executes sourcing strategies, assesses executive talent, and builds external leadership pipelines across areas such as digital, software, data and analytics, artificial intelligence, cybersecurity, enterprise technology, engineering, robotics, and other emerging technology capabilities. Brings strong external market perspective, sourcing expertise, and executive assessment capabilities to strengthen hiring decisions and leadership bench strength. Leverages market intelligence, technology industry knowledge, and external talent insights to provide informed perspectives on leadership talent, emerging capabilities, and competitive talent markets. Builds trusted relationships with executives, HR partners, and candidates while delivering a high-caliber executive search experience from search initiation through offer acceptance

Executive Search Leadership

  • Lead end-to-end executive searches for Technology & Engineering leadership roles, owning search strategy, stakeholder alignment, candidate calibration, execution, and hiring outcomes.

  • Translate business and technology priorities into effective executive talent and recruiting strategies that drive successful hiring decisions.

Executive Assessment & Talent Advisory

  • Partner with business and HR leaders to define leadership requirements, selection criteria, and executive assessment approaches.

  • Conduct structured executive assessments, evaluating leadership capability, functional expertise, business impact, organizational scale, potential, and overall fit.

Executive Talent Pipelining

  • Build and maintain executive talent pipelines through proactive talent mapping, sourcing, and relationship development across technology, engineering, digital, and emerging capability areas.

Talent Intelligence & Market Insight

  • Leverage market intelligence, competitor insights, industry trends, and talent mapping to identify executive talent and provide actionable hiring recommendations.

Stakeholder Partnership

  • Build trusted relationships with senior business leaders, HR partners, Talent Management, and key stakeholders to align executive hiring with business and talent priorities.

Operational Excellence

  • Ensure search governance, reporting, documentation, compliance, and operational discipline while proactively managing milestones, risks, timelines, and stakeholder communications.

What You Need

Required qualifications

  • Bachelor's degree required.

  • Minimum of 8 years' work experience

Preferred qualifications

  • 4+ years business-facing HR, HR COE, HR Operations, orrole-related experience

  • Experience managing an executive search process and adhering to best operational metrics

  • Track record of developing and executing innovative sourcing strategies that result in identification and delivery of high caliber, highly compensated executives

  • Demonstrated ability to recruit diverse individuals and ability to negotiate and consult on complex compensation packages

  • Understanding of legal issues that impact executive recruiting activities.

  • Ability to translate a business strategy into an actionable recruiting strategy

United States of America Pay Ranges:

  • USN: $102,600 - $171,000 USD Annual
  • US5: $107,700 - $179,600 USD Annual
  • US10: $112,900 - $188,100 USD Annual
  • US15: $118,000 - $196,600 USD Annual
  • US20: $123,100 - $205,200 USD Annual
  • US30: $133,400 - $222,300 USD Annual
View the U.S. work location and transparency guide to find the pay range for your location.

Travel Percentage: 0%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

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