HR Manager in Southfield, MI at Hire Road

Date Posted: 10/21/2019

Job Snapshot

Job Description

HR Manager
Southfield, MI


Our client is a national leader in commercial real estate located in Southfield, MI looking to add an experienced and tough HR Manager to their Team. This HR Manager will act as a strategic partner to business leaders and an advocate for the employees as well as serve as a consultant to management on human resources-related issues.

The HR Manager must be a quick learner with a broad background in everything HR

HR Manager Requirements:

  • Bachelor’s Degree in Business Administration, Human Resources, or equivalent business- related degree
  • 5+ years of experience in Human Recourses. PHR, SPHR, GPHR preferred
  • Proven relationship and consultancy skills with a range of business leaders
  • Strong interpersonal, influencing and conflict resolution skills; ability to communicate effectively with business leaders and employees in their own terms providing the basis for influence and insight
  • Exceptional business acumen; understands industry trends, business metrics and how department goals integrate with company objectives
  • Must be high energy, resilient, and results-driven with the proven ability to multi-task in a fast-paced, deadline driven environment
  • Ability to look beyond the HR function and develop positive, collaborative relationships with all parts of the business at all levels
  • Change-ready with a "forward thinking radar" to anticipate opportunities and challenges, and adapt and flex as necessary
  • Excellent teamwork and communication skills, including proven ability to work effectively in a matrix environment
  • Proficiency working with HRIS, ATS, LMS or other related HR systems

Preferred Qualifications

  • Experience working in a commercial real estate, facilities management
  • Experience with mergers and/or acquisitions
  • Master’s Degree
  • Experience with change and project management
  • Experience with Lean or 6-sigma tools and processes

HR Manager Description:

Client Relationship Management

  • Act as a strategic partner to business leaders and an advocate for the employees - serve as a consultant to management on human resources-related issues.
  • Quickly develop trusting relationships with employee base and become seen as the ‘go to’ person to get things completed, problems resolved, issues researched, etc.
  • Frist point of contact for day to day issues and culture enhancement. Strive to uncover and solve issues in advance of large problems, seek ways to impact people decisions through influence and expertise.

Staffing & Talent Management

  • First point of contact for current and potential open positions. Partner with business leaders to understand the talent capabilities and gaps and best way to fill those.
  • Responsible for all staffing needs – intake, search, interviews, feedback, offer/rejection, candidate experience, manager communication and onboarding.
  • Conduct talent reviews, competency assessments and ongoing conversations with leaders to ensure we have strong talent pipeline, development strategy and ready now talent for succession of key positions.

Performance Management

  • Drive continuous performance improvement – help to set goals, measure achievement, drive performance across company.
  • Review Quarterly performance management goals and metrics with business leaders to get feedback on effectiveness, efficiency and impact. Look for ways to raise the bar.
  • Coach managers on corrective action process- provide guidance and ensure consistency. Manage all employee relations issues and ensure that you are both an employee and management advocate to achieve best possible outcomes.
  • Proactively identify and support HR and business partners to meet development/ training needs of the business and create a development road map
  • Review and guide development plans, coaching and engagement levels of identified "mission critical", and “high potential/key successor” individuals and groups.
  • Assist with performance management and career development programs and training initiatives.

Project Management & Leadership

  • Manage projects or participate as strategic partner for selected function-specific or multi-function HR initiatives
  • Direct and contribute to initiatives and processes within the company and our growing portfolio of companies.

Compensation, Benefits, Systems and Compliance

  • Conduct thorough, legally complaint investigations and working through employee relations issues
  • Ensure compliance with all state and federal statues, laws and regulations including, but not limited to, all applicable compensation and hour laws, and regulations related to ADA, EEO, FMLA and OSHA
  • Provide direction and participate in audits conducted by state or federal agencies such as the OFCC
  • Build out benefits plan and conduct annual benefits analysis and maintain relationships with benefits vendors
  • Maintain internal communication procedures using technology, systems, intranet, and other methods to keep employees informed and engaged.
  • Management of internal brand through website, responsible for updates and highlights
  • Manage team to supervise event planning and execution to drive a strong positive culture


Choosing the Hire Road is about shared success, active and committed partnerships and relationships that last.  Hire Road is solely focused on connecting highly skilled professionals with leading organizations. We are a solutions-based, results-oriented staffing company specializing in a wide range of industry specific practices. To put it simply, we recruit, screen and hire talented people for temporary and full-time positions.

This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be.  It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision.  The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty.

Equal Opportunity Employer