Director of People; HR Manager

We are looking for a hands-on People & Operations Manager to lead our people function and build the systems, talent pipeline, and management discipline required to support continued growth.

This is not a narrowly defined corporate HR position.

We need someone who understands HR fundamentals but also thinks like an operator—someone who can recruit aggressively, solve problems, coach managers, improve processes, analyze workforce trends, and take ownership without requiring constant direction.

You will work directly with ownership and operational leadership and will have significant influence over how we hire, onboard, develop, manage, and retain our people.

• Own full-cycle recruiting across our locations.
• Build and maintain an active pipeline of technicians, service advisors, managers, administrative employees, and future leaders.
• Proactively source candidates rather than relying exclusively on inbound applications.
• Manage job postings, screening, interviewing, background checks, reference checks, and hiring workflows.
• Develop relationships with technical schools, trade programs, recruiting platforms, referral sources, and other talent pipelines.
• Work with operational leaders to anticipate staffing requirements before vacancies become operational problems.
• Track recruiting metrics including open positions, time-to-fill, source effectiveness, acceptance rates, and turnover.
• Hold managers accountable for participating effectively and promptly in the hiring process.

The objective is not simply to fill vacancies. It is to create a repeatable talent pipeline that keeps the organization properly staffed.

• Build and manage a consistent onboarding process across all locations.
• Coordinate new-hire documentation, background checks, employment verification, orientation, benefits enrollment, and required training.
• Establish structured 30-, 60-, and 90-day employee and manager follow-up.
• Manage employee status changes, promotions, transfers, compensation changes, and offboarding.
• Ensure employee records and HR systems remain accurate and current.
• Conduct periodic audits of personnel files, I-9s, and required employment documentation.

• Serve as the primary HR resource for managers and employees.
• Conduct fair, thorough, and well-documented workplace investigations.
• Guide managers through performance issues, attendance problems, disciplinary actions, coaching, and terminations.
• Improve consistency in how managers apply company policies and document employee issues.
• Coach managers on communication, employee accountability, and difficult conversations.
• Identify recurring organizational or management problems and develop solutions rather than repeatedly treating symptoms.
• Handle sensitive and confidential matters with appropriate judgment and discretion.

• Maintain working knowledge of applicable federal, Michigan, and local employment requirements.
• Maintain and continuously improve company policies, employee handbooks, job descriptions, and HR procedures.
• Manage or coordinate FMLA and other leaves of absence.
• Coordinate workplace accommodations and ADA-related processes.
• Manage workers’ compensation administration and return-to-work coordination.
• Support unemployment claims and employment-related documentation.
• Maintain compliant hiring, disciplinary, termination, recordkeeping, and employee-relations practices.
• Partner with outside advisors when specialized legal or compliance guidance is required.

• Ensure new hires, terminations, compensation changes, deductions, PTO, and employee-status changes are properly authorized and communicated.
• Review HR and payroll processes for accuracy and internal control.
• Support employee benefits administration and open enrollment.
• Help employees and managers resolve benefits and HR-system questions.
• Maintain accurate employee data within ADP Workforce Now.
• Improve utilization of HR technology, reporting, automation, and workflows.
• Evaluate existing processes and eliminate unnecessary manual work where possible.
• Establish practical performance-management processes that managers actually use.
• Help managers establish clear expectations and accountability.
• Identify high-potential employees and internal advancement opportunities.
• Develop manager training around interviewing, onboarding, coaching, documentation, employee relations, and leadership.
• Create repeatable processes for management development and…