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9 Consumers Energy System Operator Jobs Hiring Near You

Consumers Energy

Director of HR Innovation

Jackson, MI · On-site

Consumers Energy knows job number one is to keep the lights on for customers. We are committed to ... Identify opportunities where technology, automation, system enhancements, or data-driven solutions ...

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Consumers Energy Jobs Information

What is it like to work at Consumers Energy?

Consumers Energy is a utility company that prioritizes a culture of safety, reliability, and customer satisfaction, emphasizing the importance of teamwork and community involvement. The company operates with a diverse team of employees across various departments, including energy delivery, customer service, and environmental sustainability, working together to provide electricity and natural gas to over 1.8 million households in Michigan. Working at Consumers Energy may appeal to individuals who value a stable work environment, opportunities for professional growth and development, and the chance to contribute to a company that plays a critical role in powering Michigan's communities.

What makes Consumers Energy an attractive place to work?

Consumers Energy is a leading utility company in Michigan, committed to providing safe, reliable, and sustainable energy to its customers. The company offers a dynamic work environment that values innovation, collaboration, and employee growth, with opportunities for professional development and advancement in a stable and secure industry. By joining Consumers Energy, individuals can contribute to the company's mission of powering the lives of Michigan residents and businesses, while also developing their skills and expertise in a supportive and inclusive workplace.

Do workers at Consumers Energy get paid breaks?

Yes. Most people get paid breaks.
80% of people say they get paid breaks.
Based on data from 45 people who took the Breakroom Quiz between December 2024 and July 2026.

Does Consumers Energy pay people when they’re sick?

Yes. Most people get paid when they’re sick.
83% of people say they would get paid if they were sick but scheduled to work.
Based on data from 58 people who took the Breakroom Quiz between December 2024 and July 2026.

At Consumers Energy, are sick days and vacation days separate paid time off?

Sick days and vacation days are separate paid time off.
86% of people say they don’t have to use vacation days when they’re out sick.
Based on data from 22 people who took the Breakroom Quiz between May 2025 and July 2026.

Is the health insurance from Consumers Energy affordable enough for their workers?

Most people say the health insurance costs are okay.
100% of people say the health insurance costs are okay
Based on data from 34 people who took the Breakroom Quiz between March 2025 and July 2026.

Do people get paid time off at Consumers Energy?

Most people get paid time off work.
88% of people say they get paid time off.
Based on data from 26 people who took the Breakroom Quiz between May 2025 and July 2026.

How far ahead of time do people find out their work schedule?

Most people find out their schedule less than four weeks ahead of time.
  • 50% of people with changing schedules find out their shifts one week or less ahead of time.
  • 25% of people with changing schedules find out their shifts two weeks ahead of time.
  • 0% of people with changing schedules find out their shifts three weeks ahead of time.
  • 25% of people with changing schedules find out their shifts four weeks or more ahead of time.

Based on data from 12 people who took the Breakroom Quiz between February 2025 and November 2025.

Do workers at Consumers Energy worry about hours?

Most people don’t worry about getting enough hours.
90% of people report they don’t worry about getting enough hours.
Based on data from 40 people who took the Breakroom Quiz between December 2024 and February 2026.

Do Consumers Energy workers get to choose the shifts they work?

Some people don’t get to choose which shifts they work.
39% report that they don’t have enough control over which shifts they work.
Based on data from 36 people who took the Breakroom Quiz between December 2024 and November 2025.

How easy is it for Consumers Energy workers to change shifts?

Most people find it easy to change shifts.
75% of people report that it’s easy to change shifts if they need to.
Based on data from 28 people who took the Breakroom Quiz between December 2024 and February 2026.

How easy is it to get time off at Consumers Energy?

Most people find it easy to get time off.
85% of people report it’s easy to get time off.
Based on data from 53 people who took the Breakroom Quiz between December 2024 and July 2026.

Do Consumers Energy managers change schedules at the last minute?

Most managers don’t change people’s schedules at the last minute.
90% of people say their manager doesn’t change their shift schedule at the last minute.
Based on data from 42 people who took the Breakroom Quiz between December 2024 and February 2026.

Do jobs at Consumers Energy spill into time workers aren’t paid for?

Rarely. The job doesn't usually spill into unpaid time.
15% of people report that their job takes up time that they don’t get paid for.
Based on data from 40 people who took the Breakroom Quiz between December 2024 and February 2026.

How easy is it to take sick days at Consumers Energy?

Most people find it easy to take sick days.
91% of people report that it’s easy to take time off if they are sick.
Based on data from 57 people who took the Breakroom Quiz between December 2024 and July 2026.

Is working at Consumers Energy good if you’re a parent or caregiver?

Most parents and caregivers say this is a good place to work.
84% of people who care for a child or other relative report this is a good place to work.
Based on data from 25 people who took the Breakroom Quiz between December 2024 and May 2026.

Do people at Consumers Energy feel treated with respect by their managers?

Most people feel treated with respect by their managers.
89% of people say they’re treated with respect by their managers.
Based on data from 53 people who took the Breakroom Quiz between December 2024 and July 2026.

Do people at Consumers Energy get to take their breaks without interruption?

Most people get breaks without interruption.
80% of people report that they get to take their breaks without interruption.
Based on data from 50 people who took the Breakroom Quiz between December 2024 and July 2026.

Is it stressful to work at Consumers Energy?

Some people feel stressed here.
55% of people say they often feel stressed at work.
Based on data from 56 people who took the Breakroom Quiz between December 2024 and July 2026.

Do people at Consumers Energy enjoy their jobs?

Most people enjoy their job.
90% of people report they enjoy their job.
Based on data from 51 people who took the Breakroom Quiz between December 2024 and July 2026.

Do people at Consumers Energy recommend working with their team?

Only some people recommend working with their team.
41% of people report that they wouldn’t recommend working with their immediate team to a friend.
Based on data from 59 people who took the Breakroom Quiz between December 2024 and July 2026.

Do people get enough training when they start at Consumers Energy?

Most people got enough training when they started.
70% of people report they got enough training when they started working here.
Based on data from 57 people who took the Breakroom Quiz between December 2024 and July 2026.

Do people get support to advance at Consumers Energy?

Most people are given support to advance their career here.
In the last year, 75% of people report being given support to advance their career here.
Based on data from 48 people who took the Breakroom Quiz between December 2024 and July 2026.

Do people think Consumers Energy’s headquarters understands what’s happening where they work?

Most people think headquarters doesn’t understand what’s happening where they work.
85% of people think that this employer’s headquarters or owners don’t have a good understanding of what’s really happening where they work.
Based on data from 53 people who took the Breakroom Quiz between December 2024 and July 2026.

Do workers feel well informed about how Consumers Energy is doing?

Only some people feel well informed about how the company is doing.
55% of people feel that they aren’t kept well informed about how the company is doing as a whole.
Based on data from 51 people who took the Breakroom Quiz between December 2024 and July 2026.

What other companies are hiring for System Operator jobs?

What are the most popular jobs at Consumers Energy?

What are the most popular categories at Consumers Energy?

Infographic showing various System Operator job openings at Consumers Energy in the United States as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% Physical job distribution.

Director of HR Innovation

Consumers Energy

Jackson, MI • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 5 days ago

Consumers Energy rating

8.3

Company rating: 8.3 out of 10

Based on 59 frontline employees who took The Breakroom Quiz

24th of 53 rated energy and utility

Job description

Consumers Energy is Michigan's largest energy provider, providing natural gas and/or electricity to 6.8 million of the state's 10 million residents in all 68 Lower Peninsula counties. Consumers Energy knows job number one is to keep the lights on for customers. We are committed to delivering reliable, clean, and affordable energy to our customers 24/7.
This position is not eligible for immigration sponsorship, e.g., H-1B, TN, etc. Please do not apply if you will need immigration sponsorship for a work visa now or in the future, including sponsorship for H-1B, TN, etc., now or in the future. We are unable to hire individuals with CPT, OPT, or STEM OPT for this position as the position is not eligible for participation in the H-1B lottery program and is not eligible for current or future immigration sponsorship for a work visa.
Location: This is a hybrid (virtual/onsite) position with required onsite days on Monday, Tuesday and Thursday assigned to the One Energy Plaza headqurters located in Jackson, MI. The selected candidate must be within a commutable distance or willing to relocate (relocation package is available for those that qualify).
GENERAL SUMMARY OF JOB RESPONSIBILITIES
The Director of HR Innovation oversees a portfolio of enterprise Human Resources transformation initiatives designed to modernize and continuously improve the employee and leader experience. This role leads the development and execution of strategic initiatives spanning HR process redesign, technology implementations, system enhancements, data and analytics capabilities, automation efforts, and continuous improvement programs.
The Director of Innovation partners closely with HR leaders, business stakeholders, and Digital Technology teams to identify opportunities for simplification, standardization, automation, and improved service delivery. This leader is responsible for translating HR strategy into executable transformation roadmaps, ensuring initiatives progress successfully from concept through implementation, adoption, and sustainment.
A critical focus of this role is strengthening HR's ability to leverage data, technology, and self-service solutions to drive better business decisions, improve operational effectiveness, and enhance employee and leader experiences. The Director Innovation establishes governance, accountability, and performance measures to monitor initiative outcomes, manage interdependencies and risks, and ensure transformational efforts deliver measurable business value.
This leader brings an enterprise perspective to HR transformation by connecting people, processes, technology, and data to build a more employee-centered, scalable, and effective HR function.
ESSENTIAL DUTIES AND RESPONSIBILITIES
  • Lead a portfolio of HR transformation initiatives, including process redesign, technology implementations, system enhancements, organizational effectiveness initiatives, and continuous improvement efforts.
  • Partner with HR Centers of Excellence, HR Business Partners, Operations, and Digital Technology teams to identify opportunities to improve service delivery, increase efficiency, and enhance employee and leader experiences.
  • Develop and execute HR transformation strategies and roadmaps that align with organizational priorities and workforce objectives.
  • Strengthen HR data and decision-making capabilities through the development and enhancement of dashboards, metrics, analytics, and reporting tools that support strategic workforce decisions.
  • Lead the design, implementation, and optimization of HR self-service capabilities that empower employees and leaders while improving operational efficiency and service quality.
  • Identify opportunities where technology, automation, system enhancements, or data-driven solutions can replace manual processes, reduce complexity, and improve scalability.
  • Drive standardization and simplification of HR processes, policies, workflows, and technology solutions across the enterprise.
  • Establish governance structures, project controls, and performance measures to monitor progress, outcomes, risks, dependencies, and adoption of transformation initiatives.
  • Collaborate with business leaders and HR leadership to prioritize investments and initiatives that improve talent, workforce, and employee experience outcomes.
  • Lead change management, stakeholder engagement, communication, training, and adoption activities to ensure successful implementation and sustainment of HR initiatives.
  • Utilize continuous improvement methodologies to identify opportunities, eliminate waste, enhance processes, and improve service delivery effectiveness.
  • Research emerging HR technologies, industry best practices, and workforce trends to identify opportunities that strengthen organizational capabilities.
  • Build and maintain strong partnerships with internal and external stakeholders to advance strategic HR priorities and transformation objectives.
  • Other non-essential duties as assigned or necessary.

KNOWLEDGE / SKILLS / ABILITIES
  • Demonstrated success leading large-scale HR transformation, change management, process improvement, or technology implementation initiatives.
  • Deep understanding of HR operations, employee experience, workforce processes, and HR technology ecosystems.
  • Strong strategic mindset with the ability to connect business objectives, talent strategies, data insights, and technology solutions.
  • Expertise in workforce analytics, dashboard development, HR metrics, and data-driven decision making.
  • Experience leading cross-functional teams and influencing stakeholders across multiple levels of the organization.
  • Knowledge of HR systems, automation platforms, digital technologies, and self-service solutions.
  • Strong project portfolio management, governance, risk management, and execution capabilities.
  • Excellent communication, presentation, facilitation, and stakeholder engagement skills.
  • Demonstrated ability to drive organizational change and foster a culture of innovation, continuous improvement, and accountability.
  • Ability to align initiatives with enterprise strategy while balancing employee experience, operational efficiency, compliance, and business outcomes.

EDUCATION/EXPERIENCE
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, Information Systems, Analytics, or related field and 7+ years of progressive experience leading HR transformation, process improvement, organizational effectiveness, technology implementation, workforce analytics, or related strategic initiatives.
  • [OR] Associate's degree in Human Resources, Business Administration, Organizational Development, Information Systems, Analytics, or related field and 9+ years of progressive experience leading HR transformation, process improvement, organizational effectiveness, technology implementation, workforce analytics, or related strategic initiatives.
  • [OR] High School diploma and 11+ years of progressive experience leading HR transformation, process improvement, organizational effectiveness, technology implementation, workforce analytics, or related strategic initiatives.

Why should you join our team?
At Consumers Energy, we offer more than just a place to work. We foster a culture that supports career development, growth, and stability, and we take pride in offering our co-workers excellent benefits and compensation packages. We are deliberately creating an inclusive culture that makes our diverse team of co-workers feel valued, supported, and empowered every day. We're a company made up of thousands of people, all with different stories to share and work to do, but we stand united in our company purpose: world class performance delivering hometown service.
What we offer:
  • Competitive compe
  • nsation packages
  • Medical, Dental and Vision
  • 401k with company match
  • Paid parental leave
  • Up to 13 paid Holidays
  • Paid time off
  • Educational Assistance Program

Diversity, Equity & Inclusion:
We, at CMS Energy, value Diversity, Equity, & Inclusion. It is part of our DNA. We treat our employees with respect, we treat each other fairly and we value the opinions of others. We are passionate about building and nurturing an environment where everyone feels included. We don't discriminate. We seek to learn about each other and better understand our unique differences. Our uniqueness makes us authentic. We create safe spaces where everyone can be who they truly are. We invite difficult conversations and uncomfortable topics. We value diverse perspectives; this is what makes us great together. We harbor an inclusive environment where employees feel empowered to share their backgrounds, experiences, and ideas. Our Employee Resource Groups, Women in Energy (WE), Minority Advisory Panel (MAP), Pride Alliance of Consumers Energy (PACE), GENERGY (Different Generations), capable (Different Abilities), Interfaith, People Planet Partners, and Veterans Advisory Panel (VAP) are key enablers to living the values of our company culture: Caring, Empowered, Deliberate, Agility, and Ownership.
All qualified applicants will not be discriminated against and will receive consideration for employment without regard to protected veteran status, disability, race, color, religion, sex, age, sexual orientation, gender identity or national origin.

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