HR Business Planner

Domino's•Ann Arbor, MI

5h•Onsite

About The Position

The HR Planner drives the operating rhythm of the HR department, coordinating annual and quarterly planning cycles, orchestrating cross-functional initiatives, and producing crisp executive-ready communications and presentations. This role blends department-level planning, HR business operational support, presentation writing/design, and special HR projects across HR, Talent Acquisition, Talent Management, HR Operations, Total Rewards, and Employee Communications. The ideal candidate pairs strong MS Office (Excel/Word) expertise with advanced PowerPoint design & storytelling, plus the initiative to jump in wherever HR needs support.

Requirements

Bachelor’s degree or equivalent experience
5+ years of experience, supporting executive leaders
Advanced Microsoft Office skills: Outlook (complex calendaring), PowerPoint (executive deck creation), Excel (lists, trackers, basic analysis), Word (formatting), and Teams (virtual meetings and collaboration).
Demonstrated initiative and proactive problem-solving; able to operate with minimal supervision and high ownership.
Excellent written and verbal communication; professional judgment, discretion, and confidentiality with sensitive information.
Ability to maintain confidentiality and handle sensitive information with utmost discretion
Strong organizational skills: able to multi‑task and reprioritize quickly while meeting deadlines and maintaining quality.
Experience coordinating events (onsite/virtual) and supporting projects (timelines, tasks, status).
Ability to travel (10%)
Ability to work independently in executive environments
Ownership & Initiative – anticipates needs, drives outcomes without constant direction.
Prioritization & Execution – manages competing priorities with disciplined time management.
Communication & Influence – clear, concise messaging; adjusts style for executive audiences.
Detail Orientation – high accuracy in scheduling, documents, and deliverables.
Collaboration – builds trust across teams; maintains a service mindset.
Confidentiality & Integrity – handles sensitive information with discretion.

Responsibilities

Chief of Staff Support to Leadership
Act as a thought partner to HR leadership, helping to shape agendas, synthesize complex issues, and prepare leaders for key business discussions.
Support leadership meetings, corporate priority management, and executive communications,
Coordinate cross-functional alignment across HR, preparing summaries, dashboards, and recommendations for leadership—ensuring clarity on risks, decisions, and next steps.
Drive meeting preparation: build briefings, consolidate materials, anticipate questions, and ensure leaders are prepared for enterprise forums.
Provide back-up EVP business support coverage as needed
Presentation – Deck Development
Build executive-ready presentations: storyline, structure, slide design, charts/visuals, speaker notes; apply brand templates and data‑accuracy checks.
Consolidate inputs from multiple stakeholders and version‑control content for leadership reviews.
Edit/design slides for clarity, consistency, and visual quality; apply templates, iconography, and data visualization best practices.
Prepare briefing memos, leader updates, town hall content, and HR‑wide communication
Communication
Act as a liaison between the VP and internal/external stakeholders, managing communication in a professional and efficient manner
Draft announcements and internal communications (i.e., email, signage boards, newsletters, etc.)
Screen phone calls and inquiries, redirecting them as necessary to relevant team members
Send Periodic Dashboards to Internal Teams and Stakeholders of various projects as directed by the VP
Cultivate positive relationships with key stakeholders and partners
Culture & Experience
Serve as a champion of HR culture, modeling behaviors that reinforce collaboration, accountability, and inclusivity.
Proactively drive culture-focused discussions within HR routines (staff meetings, standups, planning sessions), surfacing opportunities to strengthen alignment, connection, and engagement.
Participate as an active member of the HR Culture Committee, contributing ideas, gathering input across the department, and supporting committee initiatives and communication.
Recommend and implement culture-enhancing practices—rituals, recognition moments, storytelling, meeting norms, or routines that reinforce “how we work” as an HR team.
Monitor team sentiment and partner with HR leadership to identify themes, risks, and opportunities to elevate morale, clarity, and cohesion within the function.
Collaborate with Internal Communications and Chiefs of Staff to ensure culture messages, HR values, and success stories are woven into presentations, town halls, onboarding, and cross-functional content.
Support the development and rollout of culture-related activities (surveys, feedback sessions, workshops, roundtables, celebrations).
Special HR Projects & Cross-Functional Administrative Support
Provide administrative support to HR leadership team on meeting schedules, invoices and travel.
Stand up and support HR special projects (e.g., process improvements, systems/rollouts, enablement campaigns) from intake through delivery.
Coordinate stakeholders across HR disciplines; synthesize inputs and consolidate deliverables into single sources of truth.