Top 9 Director of human resources Jobs in Ada, Mi

Director of Human Resources - GSO
CASCADE DIE CASTING GROUP INC —Grand Rapids, MI
- OSHA
- Bachelor's degree
- Travel
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Director of Human Resources
CITY OF WALKER —Walker, MI
- $98,533.32 - $128,093.32 a year
- Full-time
- Bachelor of Science
- HIPAA
- Office
- Health savings account
- Disability insurance
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12d
Regional Human Resources Director- MICHIGAN
Cardinal Senior Living LLC —Grand Rapids, MI
- Full-time
- 7 years
- Bachelor's degree
- Recruiting
- Paid holidays
- Paid time off
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3d
Human Resource Director
Choice Schools Associates —Wyoming, MI
- Full-time
- 5 years
- Master's degree
- Analysis skills
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Senior Director, Workforce Strategy
Corewell Health —Grand Rapids, MI
- Full-time
- Hybrid work
- 7 years
- Office
- Master's degree
12d
Regional Human Resources Director- OHIO
Cardinal Senior Living LLC —Grand Rapids, MI
- Full-time
- 7 years
- Bachelor's degree
- Recruiting
- Paid holidays
- Paid time off
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3d

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Director of Human Resources - GSO
CASCADE DIE CASTING GROUP INC —Grand Rapids, MI
Demonstrated ownership of HRIS strategy, design, implementation, and ongoing optimization. Experience driving improvement in safety and experience in lean…
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Director of Human Resources
CITY OF WALKER —Walker, MI
Bachelor's degree in Human Resources, Accounting, Business Administration, or a related field. Working knowledge of federal and state employment laws including…
$98,533.32 - $128,093.32 a year
Quick Apply
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Director of Human Resources - GSO

CASCADE DIE CASTING GROUP INC -
Grand Rapids, MI

Quick Apply

Job Details

Qualifications

Vendor relationship building
Bachelor's degree

Full Job Description

Position Purpose and Responsibilities

The Director of Human Resources provides both strategic leadership and hands-on execution of the company’s human resource strategy. This role serves as a key business partner to the executive leadership team, aligning people strategies with organizational goals to drive performance, growth, and a high-engagement culture.

Key Responsibilities

Strategic Human Resources Leadership

Business Partnership & Strategy
Serve as a trusted advisor to the leadership team, ensuring Human Resources is fully integrated into business planning and strategic decision-making. Strengthen HR’s credibility by driving initiatives that support organizational change, growth, and operational excellence.
Talent Management & Succession Planning
Design and lead a comprehensive talent management and succession planning process for critical roles. Identify capability gaps and ensure robust development plans are implemented to build leadership bench strength.
Talent Acquisition & Retention
Oversee company-wide recruiting and retention strategies. Build and sustain talent pipelines through partnerships with schools, industry associations, and community organizations. Establish best-in-class hiring practices and actively participate in the recruitment of key positions. Lead initiatives to improve retention and employee engagement.
Learning & Development
Champion a culture of continuous learning by developing and enhancing training programs that support both individual growth and organizational capability.
Culture & Continuous Improvement
Support and reinforce lean manufacturing principles by promoting a culture of employee involvement, accountability, and continuous improvement.

Functional Human Resources Leadership

Employee Engagement & Communication
Lead initiatives to enhance employee satisfaction, engagement, and communication, leveraging survey feedback and other insights to drive meaningful improvements.
Benefits & Wellness Strategy
Lead the design, administration, and continuous improvement of the company’s benefits programs, including healthcare, retirement, and ancillary offerings. Manage vendor relationships, plan design, compliance, and cost strategies to ensure competitive and sustainable programs.
Safety Leadership
Sustain and strengthen the company’s strong safety culture by continuously improving safety programs, policies, and practices.
HR Planning & Policy Development
Develop and execute the annual HR business plan in alignment with organizational priorities. Establish and maintain HR policies and programs that support business objectives and compliance requirements.
HRIS Strategy & Optimization
Own the strategy, design, and ongoing maintenance of the company’s HRIS. Ensure the system effectively supports payroll, benefits administration, reporting, compliance, and employee lifecycle processes. Drive continuous improvement in system utilization, data accuracy, and process automation across all locations.
Compensation & Performance Management
Design and manage competitive compensation structures, performance management systems, and benefits programs. Ensure programs are effective, equitable, and aligned with business goals.
Team Leadership & Development
Lead, coach, and develop the HR team, fostering a culture of accountability, mentorship, and continuous improvement. Ensure effective performance management and professional growth within the function.
Operational Support & Employee Relations
Partner closely with operations leadership to address workforce challenges, provide guidance on employee relations, and support a positive and productive work environment.
Compliance & Risk Management
Ensure compliance with all applicable federal, state, and local employment laws and regulations (e.g., OSHA/MIOSHA, EEO, ERISA, Michigan ESTA, wage and hour laws). Serve as the primary liaison with legal counsel and regulatory agencies, managing risk and overseeing required reporting.

Professional Attributes, Personal Traits and Alignment with Cascade Values

Business Acumen
Demonstrates a strong business mind, quickly understanding financial and operational priorities and translating them into practical, high-impact people strategies.
Human Resources Expertise
Brings deep knowledge of leading HR practices with the ability to design, implement, and continuously improve HR programs. Leverages data, technology, and HR systems to evaluate effectiveness, improve processes, and drive informed decision-making.
Communication & Advisory Capability
An effective communicator and trusted advisor who listens actively, seeks diverse perspectives, and provides practical, well-reasoned guidance. Anticipates challenges and proactively addresses immediate and long-term organizational needs.
Influence & Leadership Presence
Possesses strong influencing skills with the ability to build alignment and drive outcomes. Persuasive and appropriately assertive, with the confidence to challenge when necessary.
People Leadership & Team Development
Proven ability to lead, motivate, and develop high-performing teams. Fosters collaboration, accountability, and engagement while delivering results without compromising quality or culture.
Results Orientation
Highly goal-driven with the ability to prioritize effectively, allocate resources strategically, and execute with discipline. Instills a strong sense of ownership and accountability across the organization.
Strategic & Systems Thinking
Thinks broadly and systemically, contributing to the design and execution of organizational structures, processes, and initiatives that align with and support business objectives.
Integrity & Ethics
Demonstrates the highest standards of personal and professional integrity, earning trust through consistent, ethical decision-making and actions.

Reporting Structure

Reports to: President
Member of: Senior Leadership Team (CEO, President, CFO, VP Sales, General Managers)
Direct Reports:

o HR Managers (Great Lakes, Mid-State, Atlantic)
o Benefits Administrator

Work Environment & Travel

Based in the greater Grand Rapids, Michigan area
Regular travel required to High Point, North Carolina facility
Fast-paced, growth-oriented manufacturing environment

Experience, Qualifications and Education

Professional Experience
The ideal candidate will bring a well-rounded Human Resources background, including a minimum of 10 years of progressive leadership experience. Prior experience in a multi-site manufacturing environment is strongly preferred.
Education
A bachelor’s degree is required; advanced education or relevant certifications are a plus.
Values Alignment & Leadership Style
Demonstrates alignment with Cascade’s core values: hard working, teamwork, accountability, a passionate “can-do” attitude and safety. Leads with a servant leadership mindset, effectively supporting and engaging a diverse workforce of both hourly and salaried employees.
Comprehensive HR Expertise
Proven experience across a broad range of HR disciplines, including talent management and succession planning, workforce planning, talent acquisition, compensation and rewards, benefits administration, and leadership and organizational development. Experience driving improvement in safety and experience in lean manufacturing principles is highly valued.
HR Systems & Data Management
Demonstrated ownership of HRIS strategy, design, implementation, and ongoing optimization. Experience leveraging HR systems to improve data integrity, reporting, and process efficiency across a multi-site organization. Experience with Paycom is a plus.
Strategic Partnership
Acts as a true strategic partner to senior leadership, ensuring HR is fully integrated into business planning, corporate strategy, and operational execution. Comfortable engaging in constructive dialogue and healthy debate to challenge assumptions and drive continuous improvement.
Professional Engagement & Continuous Learning
Actively engaged in the HR community, with a track record of networking and staying current on emerging trends and best practices. Familiarity with tools and frameworks such as the EOS (Entrepreneurial Operating System) and CliftonStrengths is a plus.

Professional Attributes, Personal Traits and Alignment with Cascade Values

Business Acumen
Demonstrates a strong business mind, quickly understanding financial and operational priorities and translating them into practical, high-impact people strategies.
Human Resources Expertise
Brings deep knowledge of leading HR practices with the ability to design, implement, and continuously improve HR programs. Leverages data, technology, and HR systems to evaluate effectiveness, improve processes, and drive informed decision-making.
Communication & Advisory Capability
An effective communicator and trusted advisor who listens actively, seeks diverse perspectives, and provides practical, well-reasoned guidance. Anticipates challenges and proactively addresses immediate and long-term organizational needs.
Influence & Leadership Presence
Possesses strong influencing skills with the ability to build alignment and drive outcomes. Persuasive and appropriately assertive, with the confidence to challenge when necessary.
People Leadership & Team Development
Proven ability to lead, motivate, and develop high-performing teams. Fosters collaboration, accountability, and engagement while delivering results without compromising quality or culture.
Results Orientation
Highly goal-driven with the ability to prioritize effectively, allocate resources strategically, and execute with discipline. Instills a strong sense of ownership and accountability across the organization.
Strategic & Systems Thinking
Thinks broadly and systemically, contributing to the design and execution of organizational structures, processes, and initiatives that align with and support business objectives.
Integrity & Ethics
Demonstrates the highest standards of personal and professional integrity, earning trust through consistent, ethical decision-making and actions.

Quick Apply

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director of human resources jobs in ada, mi

Director of Human Resources - GSO

Director of Human Resources

Regional Human Resources Director- MICHIGAN

Human Resource Director

Senior Director, Workforce Strategy

Regional Human Resources Director- OHIO

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