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Workforce Planning Development Jobs in Kalamazoo, MI

Amteck, LLC

Project Manager

Portage, MI · On-site

... development. If you're a proven construction leader with strong electrical project management ... Collaborate with HR and Operations teams to support workforce planning and project staffing

Stryker

Associate Manager, Quality Engineering

Portage, MI · Hybrid

$110K - $183K/yr

... team development within a highly regulated medical device environment. Workplace Flexibility ... Own talent strategy including hiring, workforce planning, performance management, and succession ...

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All JobsWorkforce Planning Development JobsWorkforce Planning Development Jobs in Kalamazoo, MI

Workforce Planning Development information

See Kalamazoo, MI salary details

$15.1K

$80.4K

$122.2K

How much do workforce planning development jobs pay per year?

As of Aug 30, 2026, the average yearly pay for workforce planning development in Kalamazoo, MI is $80,391.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,900.00 and $103,300.00 per year, depending on experience, location, and employer.

What job categories do people searching Workforce Planning Development jobs in Kalamazoo, MI look for?

The top searched job categories for Workforce Planning Development jobs in Kalamazoo, MI are:

Workforce Planning Development jobs near you

Human Resources Business Partner

Kalamazoo, MI • On-site

FAMILY HEALTH CARE CENTER OF KALAMAZOO
See more jobs at FAMILY HEALTH CARE CENTER OF KALAMAZOOexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 21 days ago

Job description

HUMAN RESOURCES BUSINESS PARTNER


POSITION SUMMARY

The Human Resources Business Partner (HRBP) plays a strategic and hands-on role in supporting leaders and employees across designated departments. This role focuses on advancing workforce planning, talent acquisition, employee engagement/relations, training, and benefits education. As a trusted advisor to both leadership and staff, the HRBP ensures that HR strategies are aligned with organizational goals, promoting a workplace culture rooted in respect, equity, and continuous improvement.

 

KEY RESPONSIBILITIES


Recruitment & Onboarding

  • Collaborate with hiring managers to define job requirements, post openings, screen candidates, and conduct interviews.
  • Guide the full-cycle recruitment process, ensuring equitable and efficient hiring practices.
  • Conduct reference checks, background screenings, and prepare offer documentation.
  • Lead onboarding and facilitate New Hire Orientation, delivering policy and benefits education.

 

Employee Engagement & Retention

  • Champion initiatives that drive employee satisfaction, wellness, and inclusion.
  • Facilitate stay interviews, new hire check-ins, and pulse surveys to gather feedback and inform action plans.
  • Act as a point of contact for conflict resolution and workplace concerns, promoting a positive employee experience.
  • Support retention efforts through coaching, conflict resolution, and proactive relationship-building.

 

Employee Relations & Compliance

  • Provide guidance on HR-related issues including conduct, corrective action, and performance concerns.
  • Investigate and document employee relations matters while ensuring compliance with applicable laws and policies.
  • Support FMLA, ADA, and other leave of absence processes, including documentation and return-to-work coordination.
  • Ensure accurate processing of garnishments, child support orders, and other employment-related legal notices.

 

Benefits & HRIS Support

  • Assist employees in understanding benefit offerings, qualifying events, and Open Enrollment.
  • Coordinate benefit enrollments, changes, terminations, and monthly invoice reconciliation.
  • Maintain accurate data in the HRIS and support reporting needs related to workforce metrics, turnover, and engagement.
  • Collaborate with Payroll and Finance on data entry, payroll registers, benefit deductions, and adjustments.

 

Workforce Planning & Talent Management

  • Partner with department leaders to assess workforce needs and develop staffing plans aligned with organizational objectives.
  • Use data to analyze turnover trends, capacity planning, and internal mobility to inform hiring and succession strategies.
  • Support performance management cycles, goal setting, and individual development planning.

 

Learning & Development

  • Partner with managers to assess training needs and support the delivery of department-specific and organization-wide programs, to foster a learning culture focused on professional growth.
  • Coordinate and track delivery of department-specific and organization-wide learning initiatives.
  • Monitor training compliance and evaluate program effectiveness.

 

HR Tools, Systems & Reporting

  • Manage and maintain HR tools and trackers, including SharePoint, Freshservice, onboarding and offboarding checklists, and SmartSheets.
  • Prepare and support internal and external audits.
  • Ensure timely and accurate documentation of HR transactions and compliance activities.

 

CORE COMPETENCIES


  • Collaboration: Builds effective partnerships across teams; communicate openly and respectfully.
  • Character & Integrity: Maintains confidentiality and demonstrates ethical decision-making in all situations.
  • Organizational Awareness: Understands and supports organizational goals; identifies HR opportunities to add value.
  • Leadership: Models professionalism and inclusiveness, serves as a culture ambassador and role model.


QUALIFICATIONS


Education & Experience

  • Associate degree in Human Resources, Business, or related field required; bachelor’s degree preferred.
  • At least 3 years of progressive HR experience, with focus on at least three of the following: recruiting, employee engagement, workforce planning, training, or benefits.
  • One year experience with HRIS systems (e.g., ADP, Paycom) and experience with HR reporting is strongly preferred.


Skills & Abilities

  • Demonstrated ability to build credibility and trusted relationships with leaders and employees at all organizational levels. 
  • Excellent judgment and ability to manage sensitive and confidential information. 
  • Strong coaching, conflict resolution, and consultation skills. 
  • Excellent written, verbal, and presentation communication skills. 
  • Strong analytical and problem-solving abilities with the ability to interpret data and recommend solutions. 
  • Excellent organizational skills with the ability to manage multiple priorities in a fast-paced environment. 
  • Proficiency with Microsoft Office 365 (Excel, Word, Outlook, Teams, and PowerPoint). 
  • Ability to learn and effectively utilize HR technologies, reporting tools, and workflow management platforms.


TYPICAL WORKING CONDITIONS: Quiet to moderate work environment. Reasonable accommodation is available for individuals with disabilities.


TYPICAL PHYSICAL DEMANDS: Frequent use of computers and telephone; prolonged periods of sitting. Occasional walking or lifting. Requires clear verbal communication and ability to read documents and screens.

 

NOTE: Family Health Center reserves the right to revise job responsibilities as organizational needs evolve.


BENEFITS:


  • Highly competitive pay 
  • Excellent (cost effective) Health Insurance 
    • PPO or PPO High-Deductible Plan with Health Savings Account (HSA) 
    • Vision & Dental Insurance
  • Company paid Life & accidental death
  • Company-paid long-term disability Insurance
  • Voluntary life, accidental death, short-term disability, and other supplemental offerings 
  • Pre-tax 403(b) retirement plan (Discretionary employer contribution based on FHC financial performance)
  • Paid Time Off (PTO)
  • 8 Paid Holidays 

 


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