Director of Human Resources

Detroit Zoological Society•Royal Oak, MI

17h

About The Position

Director of Human Resources General Description Reporting to the Chief People & Culture Executive, the Director of Human Resources provides leadership in the delivery, integrity, and continuous improvement of the organization’s people and culture operational services. This role serves as a senior leader and trusted partner to the CPCE, translating people strategy into compliant, consistent, and effective human resources practices. Principal Duties and Responsibilities In the role of lead administrator for key processes, the incumbent’s responsibilities will include implementation and management of the following key processes under the leadership of the CPCE: HR Department Leadership & Team Development Lead, coach, and evaluate the performance of the Human Resources Managers, with indirect oversight of the Human Resources Generalist. Provide direction, stability, and confidence to the HR operations function by establishing clear roles, decision-making authority, and escalation pathways. Serve as an internal consultant and trusted advisor to the CPCE on HR operations, compliance, and employee relations risk. Champion service excellence in the delivery of HR operational services across the organization. Benefits Administration & Strategic Oversight Oversee the administration of all employee benefit programs—including health and welfare plans, leave programs, wellness initiatives, and ancillary benefits—while managing vendor, broker, and consultant relationships to ensure effective service delivery and compliance. Ensure adherence to all benefits related laws and regulations (e.g., ERISA, ACA, COBRA, FMLA, and state requirements) and partner with CPCE and Finance to evaluate and evolve benefit strategies that align with workforce needs and organizational goals. Compliance & Employee and Labor Relations Maintain up-to-date knowledge of employment and labor laws, interpret regulatory requirements into practical and compliant policies and practices, and ensure policies remain current, well communicated, and consistently applied. Serve as the senior escalation point for complex and sensitive employee relations matters by providing strategic guidance and coaching to HR leadership and managers, leading or overseeing high risk investigations, and supporting labor related issues such as grievance resolution, disciplinary actions, and performance management concerns. Talent Acquisition, Performance, & Employee Development Lead talent acquisition and employer branding strategy by directing recruitment practices—including job posting standards, candidate experience expectations, interview training, and onboarding—and partnering with leaders to strengthen employer of choice positioning and consistent talent brand messaging. Oversee the performance management framework and annual review cycles, and guide recognition and engagement strategies by analyzing engagement data and delivering actionable, data driven recommendations to enhance employee experience and organizational performance. Drive the organizational training and development strategy by establishing governance, evaluating program effectiveness, and ensuring learning initiatives build critical capabilities and align with organizational goals. Budget Administration Support the CPCE in the development, monitoring, and administration of the department budget.

Requirements

Bachelor’s degree in business administration, Human Resources or related area required.
Minimum 5 years’ labor management and employee relations experience in both union and non-union environments required.
Minimum of 5 years of progressive HR leadership experience, including managing a team.
Excellent problem-solving and project management skills.
Experience working collaboratively in team-oriented environment.
Thorough knowledge of applicable employment laws (i.e., FMLA, FLSA, etc.)
HR Leadership: Experience guiding strategic HR practices that advance organizational goals.
Operational Excellence: Strong capability to design, implement, and optimize people programs and processes.
Executive Communication: Clear, influential communicator with the ability to engage leaders, teams, and external partners.
Strategic Problem Solving: Skilled at diagnosing complex issues, evaluating options, and driving effective, scalable solutions.
People Leadership: Proven ability to lead and develop teams, build alignment, and cultivate a highperformance culture.
Change Agility: Able to navigate ambiguity, adapt quickly, and lead organizations through change.
Conflict Management: Experienced in resolving sensitive issues with fairness, discretion, and sound judgment.
Precision & Compliance: Detail oriented approach ensuring accuracy, risk mitigation, and regulatory compliance.
Organizational Effectiveness: Strong ability to prioritize, manage workload complexity, and ensure seamless HR operations.
Relationship Building: Trusted partner who fosters strong relationships and a positive, inclusive employee experience.

Nice To Haves

Master’s degree preferred.

Responsibilities

HR Department Leadership & Team Development Lead, coach, and evaluate the performance of the Human Resources Managers, with indirect oversight of the Human Resources Generalist.
Provide direction, stability, and confidence to the HR operations function by establishing clear roles, decision-making authority, and escalation pathways.
Serve as an internal consultant and trusted advisor to the CPCE on HR operations, compliance, and employee relations risk.
Champion service excellence in the delivery of HR operational services across the organization.
Oversee the administration of all employee benefit programs—including health and welfare plans, leave programs, wellness initiatives, and ancillary benefits—while managing vendor, broker, and consultant relationships to ensure effective service delivery and compliance.
Ensure adherence to all benefits related laws and regulations (e.g., ERISA, ACA, COBRA, FMLA, and state requirements) and partner with CPCE and Finance to evaluate and evolve benefit strategies that align with workforce needs and organizational goals.
Maintain up-to-date knowledge of employment and labor laws, interpret regulatory requirements into practical and compliant policies and practices, and ensure policies remain current, well communicated, and consistently applied.
Serve as the senior escalation point for complex and sensitive employee relations matters by providing strategic guidance and coaching to HR leadership and managers, leading or overseeing high risk investigations, and supporting labor related issues such as grievance resolution, disciplinary actions, and performance management concerns.
Lead talent acquisition and employer branding strategy by directing recruitment practices—including job posting standards, candidate experience expectations, interview training, and onboarding—and partnering with leaders to strengthen employer of choice positioning and consistent talent brand messaging.
Oversee the performance management framework and annual review cycles, and guide recognition and engagement strategies by analyzing engagement data and delivering actionable, data driven recommendations to enhance employee experience and organizational performance.
Drive the organizational training and development strategy by establishing governance, evaluating program effectiveness, and ensuring learning initiatives build critical capabilities and align with organizational goals.
Support the CPCE in the development, monitoring, and administration of the department budget.