Human Resource Manager/Director
Arbor Research Collaborative for Health
Ann Arbor, MI, USA
USD 88,500-115,500 / year
Posted on May 12, 2026
Human Resource Manager
Characteristic Duties and Responsibilities
- Handle all aspects of Human Resources, including but not limited to, recruitment, employee development and relations, performance evaluations, benefit administration, HR systems, payroll, policy interpretation, and special projects.
- Lead activities in support of the organization’s strategic objectives assigned to the HR area.
- Write, implement, and provide guidance to the management team about policies related to HR. Provide HR-related insights on all operating procedures. Provide effective communication of these policies, emphasizing thoughtful, fair, and consistent interpretation.
- Provide counsel to employees (including supervisors and staff at all levels) regarding personnel issues such as workplace productivity and interpersonal relationships. Triage and arrange availability of external resources such as employee assistance programs, and implement any necessary disciplinary actions, documentation, or grievance procedures. Maintain an environment in which all employees are comfortable approaching members of the HR department with concerns of any type, with assurance of confidentiality and problem-solving intent.
- Oversee the hiring and onboarding processes, including designing a recruitment procedure that is effective and appropriate for each target staff. Serve as lead recruiter for select positions, as needed.
- Manage work eligibility issues ( I9, Visa) for employees
- Design and negotiate a competitive benefit program that reflects the points of view and values of a diverse staff. Provide thoughtful communication with staff about benefit issues that reflects fair and consistent implementation of benefit programs.
- Serve as Plan Administrator for the organization’s Health & Welfare benefit plans and Retirement Plans. Under oversight from the President or VP Finance, manage related compliance activities, including required audits.
- Manage the annual performance review process, review and revise job descriptions. Use appropriate tools to ensure fair and competitive salaries. Facilitate constructive feedback from supervisors to employees.
- Design and implement a comprehensive learning and development program in line with the organization’s strategic objectives.
- Design and oversee implementation of an efficient system of employee records that complies with all organizational process and legal needs.
- Oversee staff departure processes, such as exit interviews, COBRA administration, unemployment claims, and document maintenance.
- Ensure legal compliance for all HR related functions and programs, including but not limited to, OSHA, EEO, ADA, Civil Rights and Department of Labor policies. Respond to inquiries and investigations and file mandatory reporting requirements. Track and manage compliance (e.g., FLSA, FMLA, and Workers Compensation).
Supervision Received
General administrative supervision is received from the President. Close collaboration is expected with the Management and the operations and finance teams.
Supervision Exercised
Direct reports include all members of the Human Resource team.
Required Qualifications
- Bachelor’s degree with at least 3-5 years of Human Resources Management experience
- Excellent organizational skills and ability to multi-task
- Excellent verbal and written communication skills
- Proficiency with all Microsoft Office applications
- Ability to meet deadlines and perform under pressure
Desirable Qualifications
- Health research background and/or professional services experience
- Government contractor experience
Human Resource Director
Characteristic Duties and Responsibilities
- Oversee all aspects of human resources (HR), including but not limited to, recruitment, employee development and relations, performance evaluations, benefit administration, HR systems, payroll, policy interpretation, and strategic initiatives.
- Develop and manage the annual budgets for the HR department, professional development program, staff activities program, and organizational compensation program.
- Work with the Arbor Research leadership team to craft the company's vision and mission. Develop and implement a human resources strategic plan in support of the organization's strategic objectives.
- Lead change initiatives across the organization to optimize organizational potential and achieve strategic business and operational objectives.
- Maintain effective vendor relationships, including HR legal counsel, benefits broker, retirement administrators, and others. Evaluate existing and prospective HR-related vendors.
- Develop HR policies, oversee fair and consistent implementation, and provide related guidance to managers.
- Provide advice and resources to employees (including supervisors s and staff at all levels) regarding personnel issues, and oversee disciplinary actions and/or performance management plans as needed.
- Oversee staff hiring, onboarding, and departures, ensuring that the processes for each are supportive of the organization's culture strategic initiatives. .
- Oversee work eligibility ( I-9 Process/ Visa) for employees.
- Design and negotiate a competitive benefit program that reflects the points of view and values of a diverse staff.
- Serve as plan administrator for the organization’s health & welfare benefit plans and retirement plans. Under oversight from the President and in collaboration with the Vice President of Finance, manage related compliance activities, including required audits.
- Oversee the design of an efficient human resources information system (HRIS) of employee records that complies with all organizational process and legal needs.
- Design and oversee the implementation of equitable and rewarding programs for talent management, learning and development, and compensation.
- Ensure legal compliance for all HR-related functions and programs, including but not limited to, OSHA, EEO, ADA, Civil Rights, and Department of Labor policies. Respond to inquiries and investigations and file mandatory reporting requirements.
- Design and implement the organization's Culture program.
- Serve as staff liaison to the Board of Directors Human Resources & Compensation Committee
- Assists executives and/or senior directors in defining organizational goals and strategic plans.
Supervision Received
General administrative supervision is received from the President/CEO.
Supervision Exercised
Direct reports include all members of the human resource team.
Required Qualifications
- Bachelor’s degree with at least ten (10) years of HR Management experience
- HR certification (sponsored by HRCI or SHRM)
- Excellent organizational skills and ability to multi-task
- Excellent verbal and written communication skills
- Proficiency with all Microsoft Office applications
- Ability to meet deadlines and perform under pressure
Desirable Qualifications
- Health research background and/or professional services experience
- Government contractor experience
Core Values
Our core values define who we are as an organization and serve as the foundation of our code of ethics. Arbor Research expects all employees to embody these and demonstrate them in our day-to-day work.
- Collaborative Spirit
We expect each staff member to learn from and teach one another, and ask each to exhibit a curiosity and respect for the contributions of others.
- Creativity
We strive to cultivate a challenging, stimulating, and supportive environment where our employees are expected to be inquisitive, take initiative, and demonstrate ingenuity.
- Credibility
Our employees are smart, thoughtful, and objective in their work. We expect them to be technically solid in their area of expertise, and for those conducting research to demonstrate scientific rigor.
- Dedication
Our team achieves success because of our dedication to carrying out high quality work and delivering trusted results.
Annual Salary Range
(US National Average)
HR Manager: $88,500 - $115,500
HR Director: $118,500 - $156,750
This position is classified as exempt according to FLSA guidelines