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Workforce Planning Jobs in Michigan (NOW HIRING)

Reliance One

Operations Manager

New Troy, MI

$160K/yr

Lead employee training, onboarding, performance development, and workforce planning * Promote 5S, plant organization, and a high-performance work environment * Partner cross-functionally with quality ...

Observable Space

Head of Global Field Operations

Adrian, MI · On-site

$100 - $150/hr

Responsibilities include workforce planning, quality control, and financial performance while collaborating with various teams. A Bachelor's degree in Engineering or Operations is preferred. #J-18808 ...

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$17K

$58.4K

$85.9K

How much do workforce planning jobs pay per year?

As of Aug 8, 2026, the average yearly pay for workforce planning in Michigan is $58,446.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,800.00 and $70,200.00 per year, depending on experience, location, and employer.

What is a workforce planning?

A Workforce Planning job involves analyzing and forecasting an organization's workforce needs to ensure it has the right talent in the right roles at the right time. Professionals in this role assess workforce data, identify skill gaps, and develop strategies for recruitment, retention, and succession planning. They collaborate with HR and business leaders to align workforce planning with company goals. The role helps organizations optimize staffing levels, improve efficiency, and adapt to changing business demands.

What are the key skills and qualifications needed to thrive in the workforce planning position, and why are they important?

To thrive in Workforce Planning, you need strong analytical skills, business acumen, and a background in human resources, operations, or related fields—often supported by a relevant bachelor's or master's degree. Familiarity with workforce management software, HRIS systems, data analytics tools, and certifications like SHRM-CP or workforce planning credentials are critical. Outstanding communication, problem-solving, and stakeholder management abilities help you navigate complex organizational needs and foster cross-functional collaboration. These skills and qualities are essential for optimizing workforce efficiency, managing labor costs, and aligning talent strategies with business objectives.

What are the typical daily responsibilities of a workforce planning professional?

As a Workforce Planning professional, your daily responsibilities often involve analyzing current staffing levels, forecasting future workforce needs, and identifying potential skills gaps within the organization. You’ll work closely with HR, finance, and department managers to create and adjust staffing plans, using data-driven insights and predictive models. Additionally, you may participate in talent review meetings, support initiatives to improve workforce efficiency, and implement strategies to address hiring or redeployment needs. This role requires continuous communication with various teams to ensure that staffing aligns with business goals and changing operational demands.

What are the most commonly searched types of Workforce Planning jobs in Michigan? The most popular types of Workforce Planning jobs in Michigan are:
What are popular job titles related to Workforce Planning jobs in Michigan? For Workforce Planning jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Workforce Planning jobs in Michigan look for? The top searched job categories for Workforce Planning jobs in Michigan are:
Workforce Planning jobs near you
Infographic showing various Workforce Planning job openings in Michigan as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 13% Part Time, and 3% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $58,446 per year, or $28.1 per hour.

Human Resources Business Partner

FAMILY HEALTH CARE CENTER OF KALAMAZOO

Kalamazoo, MI • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 1 hour 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