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Talent Management Jobs in Michigan (NOW HIRING)

OptechUs

Change Management Analyst

Auburn Hills, MI

Company Description OpTech is an award-winning talent management firm providing Information Technology, Engineering and Healthcare talent and services to Fortune 500 and Government clients. We offer ...

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All JobsTalent Management JobsTalent Management Jobs in Michigan

Talent Management information

See Michigan salary details

$34K

$75.7K

$115.9K

How much do talent management jobs pay per year?

As of Jul 28, 2026, the average yearly pay for talent management in Michigan is $75,690.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,800.00 and $94,100.00 per year, depending on experience, location, and employer.

How does a Talent Management professional typically collaborate with other departments within an organization?

Talent Management professionals work closely with HR, department managers, and leadership teams to align talent strategies with organizational goals. They participate in cross-functional meetings to identify staffing needs, discuss succession planning, and coordinate learning and development initiatives. Effective collaboration is essential for designing programs that support employee engagement and ensure the right talent is in place for business growth. Regular communication and partnership with various departments help Talent Management professionals address workforce challenges and facilitate a positive employee experience.

What is talent management?

Talent management refers to the strategies and processes organizations use to attract, develop, motivate, and retain employees. It encompasses activities such as recruiting, onboarding, performance management, learning and development, succession planning, and employee engagement. The goal of talent management is to build a skilled and motivated workforce that helps the organization achieve its business objectives.

What are the key skills and qualifications needed to thrive in Talent Management, and why are they important?

To thrive in Talent Management, you need a solid understanding of workforce planning, talent acquisition, employee development, and organizational behavior, often supported by a degree in HR or business administration. Familiarity with HRIS platforms, applicant tracking systems, and certifications like SHRM-CP or PHR are commonly required. Strong interpersonal skills, strategic thinking, and effective communication help professionals build trust and drive engagement across all levels of an organization. These skills are essential for aligning talent strategies with business goals and fostering a high-performance work culture.

What is the difference between Talent Management vs Human Resources?

AspectTalent ManagementHuman Resources
FocusStrategic development of employees, talent acquisition, retention, and leadership planningAdministrative functions, employee relations, compliance, and HR policies
CredentialsOften requires HR certifications, advanced degrees in HR or related fieldsTypically requires HR certifications or degrees in HR or business
Work EnvironmentStrategic planning teams, leadership development programsHR departments, administrative offices
Employer UsageUsed by organizations focusing on long-term talent growthUsed across all organizations for daily HR operations

While both Talent Management and Human Resources aim to optimize workforce capabilities, Talent Management focuses on strategic talent development and leadership planning, whereas Human Resources handles daily administrative functions and employee relations. Understanding these differences helps organizations align their HR strategies effectively.

What are the most commonly searched types of Talent Management jobs in Michigan? The most popular types of Talent Management jobs in Michigan are:
What cities in Michigan are hiring for Talent Management jobs? Cities in Michigan with the most Talent Management job openings:
Talent Management jobs near you
Infographic showing various Talent Management job openings in Michigan as of July 2026, with employment types broken down into 89% Full Time, and 11% Part Time. Highlights an 67% In-person, and 33% Remote job distribution, with an average salary of $75,690 per year, or $36.4 per hour.
Director, Global Talent Management

Director, Global Talent Management

Whirlpool

Benton Harbor, MI • On-site

Full-time

Posted 13 days ago

Whirlpool rating

7.4

Company rating: 7.4 out of 10

Based on 164 frontline employees who took The Breakroom Quiz

93rd of 156 rated electronics manufacturers

Job description

Requisition ID: 71956
About Whirlpool Corporation
Whirlpool Corporation (NYSE: WHR) is a leading home appliance company, in constant pursuit of improving life at home. As theonly major U.S.-based manufacturer of kitchen and laundry appliances, the company is driving meaningful innovation to meet the evolving needs of consumers through its iconic brand portfolio, including Whirlpool, KitchenAid, JennAir, Maytag, Amana, Brastemp, Consul, and InSinkErator. In 2024, the company reported approximately $17 billion in annual sales - close to 90% of which were in the Americas - 44,000 employees, and 40 manufacturing and technology research centers. Additional information about the company can be found at WhirlpoolCorp.com.
This role in summary
The Director of Global Talent Management at Whirlpool is the strategic anchor of the HR ecosystem. Reporting to the VP, Organization & Talent - Center of Expertise (COE), this leader will drive the strategy, governance, and continuous improvement of all global talent management processes. As a skilled coach and mentor, they will develop a dedicated team, while acting as the bridge to other key HR functions-partnering with the Talent COE and Business HR to mitigate organizational risks, aligning with HR Operations for seamless program execution, and working with Talent Analytics to build data-driven strategies. This executive connects business priorities with people capabilities, balancing high-impact talent planning with practical execution. Ultimately, the successful candidate will have a significant impact on continuing to strengthen the company's talent pipeline, building leaders for the future and guiding Whirlpool's global workforce through meaningful change.
Your responsibilities will include
  • Executive Succession & Development: Design and build a comprehensive Executive Succession and Development Program in partnership with the Director of Learning & Leadership Development.
  • Talent Pipeline & Succession: Drive tangible progress on strengthening enterprise succession pipelines, ensuring strong conversion rates.
  • Process Governance & Enablement: Own design and oversight of global Performance Management, Employee Listening, Talent Assessment, and Succession Processes.
  • Continuous Improvement: Establish continuous feedback loops to evaluate, adjust, and measure the success of annual processes to foster a high-performance culture.
  • Executive & Board-Level Preparation: Design, prepare, and deliver high-impact talent materials and insights for the Board of Directors (BoD) and Executive Committee (EC).
  • Team Leadership & Delegation: Mentor and develop a dedicated talent team by fostering a culture of ownership; aligning their capabilities and capacity toward high-impact strategic work.
  • Change Management: Lead comprehensive change management strategies to ensure adoption of new talent initiatives globally.
  • Business HR Partnership: Partner and align closely with Business HR (BHR) leaders to proactively identify and mitigate talent gaps and organizational risks.
  • COE Relationship Management: Collaborate with Total Rewards, Talent Acquisition, Learning & Leadership Development, and HR Operations to optimize resource allocation and ensure consistent program delivery.
  • Talent Analytics & HRIS Partnership: Partner directly with the Talent Analytics and HRIS team to ensure data accuracy, drive reporting improvements, and maintain fluency in core talent technologies to support enterprise decision-making.
  • Strategic Oversight & Alignment: Provide big-picture direction for global psychometric assessment and talent strategies, ensuring they directly support broader corporate objectives and priorities.
  • Fiscal & Vendor Governance: Manage the budget for the global talent management function, driving high-level vendor selection and governance to ensure maximum ROI on external partnerships.

Minimum requirements
  • Bachelor's degree in Human Resources, Psychology, Behavioral Sciences, Business, or a related field.
  • Minimum of 10 years of progressive HR experience, with at least 5 years strictly dedicated to talent management, workforce design, and learning & development.
  • Minimum of 3 years of direct people-leadership experience, managing and developing HR or Talent professionals.
  • Practical experience navigating and executing within a tier-based HR operating model.
  • A strong history of building and running complex talent programs from the ground up, backed by measurable data showing your success.
  • The ability to confidently present to, advise, and influence senior leadership, including the Chief Human Resources Officer and other top executives.
  • Experience working closely with data and technology teams to ensure HR information is accurate and to build clear, useful reports for company leaders.
  • Demonstrated success in taking big-picture corporate goals and turning them into practical, everyday plans that actually get done.

Preferred skills and experiences
  • Master's degree in Human Resources, Industrial-Organizational Psychology, Business Administration (MBA), or a related field.
  • Experience leading complex, global programs from initial design through to execution.
  • Experience designing an Executive Succession and Development Program.
  • Demonstrated success as an HR Business Partner. #LI-MB3

Connect with us and learn more about Whirlpool Corporation
See what it's like to work at Whirlpool by visiting Whirlpool Careers. Additional information about the company can be found on Facebook, Twitter, LinkedIn, Instagram and YouTube.
Whirlpool Corporation is committed to equal employment opportunity and prohibits any discrimination on the basis of race or ethnicity, religion, sex, pregnancy, gender expression or identity, sexual orientation, age, physical or mental disability, veteran status, or any other category protected by applicable law.

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