Human Resources Transformation Specialist

The Archdiocese of Detroit•Detroit, MI

10d

About The Position

The Human Resources Transformation Specialist is the primary Human Resources professional supporting organizational change, workforce modernization, strategic change initiatives, and HR transformation throughout the Archdiocese of Detroit. The role partners with Curia leaders, pastors, parish leadership, school administrators, and central services departments to develop and implement people-centered strategies that enhance organizational effectiveness, strengthen ministry sustainability, and support the Archdiocese’s mission. The specialist provides expertise in workforce planning, organizational design, talent alignment, change management, employee engagement, and organizational effectiveness. The position supports reorganization and realignment efforts, operational improvements, workforce optimization, and organizational renewal. It works with leaders and stakeholders to implement changes professionally and transparently, with compassion and in accordance with Catholic Church teachings, Archdiocesan policies, and applicable employment laws. This position has no direct supervisory responsibilities. It requires travel throughout the Archdiocese, reliable transportation, and the ability to maintain strict confidentiality. The employee must support Roman Catholic Church teaching, mission, and values and agree not to engage in or endorse actions or beliefs contrary to the teachings and standards of the Roman Catholic faith and morality.

Requirements

Bachelor’s degree in human resources, business administration, organizational development, or a related field.
Five to seven or more years of progressive Human Resources experience.
Experience in workforce planning, organizational development, organizational design, employee relations, or change management.
Experience leading or supporting organizational transformation initiatives.
Experience advising senior leaders on workforce and organizational challenges.
Demonstrated knowledge of employment law and Human Resources best practices.
Strong knowledge of organizational development and workforce planning principles.
Understanding of change-management methodologies and organizational effectiveness practices.
Strong employee relations and federal and Michigan employment law knowledge.
Excellent communication, coaching, conflict-resolution, and problem-solving skills.
Ability to handle sensitive and confidential matters with professionalism and discretion.
Ability to influence and collaborate with leaders at all organizational levels.
Strong analytical and problem-solving capabilities.
Excellent project-management and organizational skills.
Ability to balance objectivity, compliance, and pastoral sensitivity.
Proficiency in Microsoft Office Suite and HRIS platforms.
Must have reliable transportation and the ability to travel throughout the Archdiocese.
Must support Roman Catholic Church teaching, mission, and values; have knowledge of the Roman Catholic faith, its institutions, policies, and practices; and agree not to engage in or endorse actions or beliefs contrary to the teachings and standards of the Roman Catholic faith and morality.
Must maintain strict confidentiality regarding Archdiocesan information, especially protected personally identifiable information and financial information.
Physical requirements include prolonged sitting and computer work, lifting up to 15 pounds, frequent standing and walking, movement between worksites, and facilitating presentations, meetings, and employee discussions.

Nice To Haves

Experience conducting workplace investigations and managing employee relations matters.
Experience supporting multi-location organizations.
Experience with organizational restructuring, mergers, consolidations, or operational transformation initiatives.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience in faith-based, nonprofit, healthcare, educational, or multi-site organizations.
Familiarity with Catholic schools, parishes, and ministries.

Responsibilities

Lead HR support for organizational transformation and renewal initiatives across parishes, schools, ministries, and administrative entities.
Partner with pastors, principals, parish administrators, and Archdiocesan leaders to assess organizational effectiveness and identify operational and workforce improvements.
Develop an HR Processes and Procedures Handbook to guide pastors and parish leaders through HR matters involved in leading multi-location teams.
Support organizational design, including position alignment, role clarification, reporting structures, and staffing model development.
Support workforce assessments and staffing analyses to identify current and future workforce needs.
Lead workforce transitions, including redeployment, reductions in force when necessary, and employee support services.
Evaluate organizational structures and recommend workforce solutions that enhance effectiveness and stewardship.
Develop and lead change-management efforts related to restructuring and workforce transformation.
Coach and guide pastors, principals, ministry leaders, and managers during organizational change.
Facilitate workshops, presentations, and planning sessions on organizational effectiveness and change readiness.
Develop engagement strategies to support employee morale and organizational stability during transformation initiatives.
Guide leadership in communicating with employees about organizational changes.
Support leaders in addressing employee concerns and workplace challenges arising from organizational change.
Ensure compliance with federal, state, and local employment laws and Archdiocesan policies, procedures, and best practices during transformation initiatives.
Evaluate transformation outcomes and identify opportunities for continuous improvement.
Assist leaders with succession planning and talent development initiatives.
Consult on employee relations matters and organizational effectiveness challenges.
Assist leaders with difficult workplace conversations and employee concerns.
Support conflict resolution and facilitate productive working relationships.
Ensure consistent application of personnel policies and practices.
Partner with legal counsel and HR leadership to identify and mitigate employment-related risks.