Senior HR Manager - Corporate Services

Bloomfield Hills, MI (in office position)

Position Overview –

While reporting to the CHRO, the Corporate HR Services Leader translates business priorities into disciplined people execution so the company can scale with strong controls, reliable service, compliant practices, and usable data. Primarily will manage the Corporate Human Resources activities inclusive of; Performance Management, Compliance, Benefits/Retiree Administration, Workers Compensation, Leave Programs for the Company as well as serving as the HRBP for all Corporate Staff. Thought leader on HR process optimization. Provides leadership further in the areas of total rewards, budget preparations/control. Serves as the Company’s Compliance Leader, ensuring the Company operates in accordance with applicable laws, regulations, internal policies, and ethical standards. Partners closely with other HR Center of Excellence leaders as well as Operations leaders to strengthen trust in the People function, improve manager and team member experience, and build the HR operational backbone required for growth.

Responsibilities & Duties –

Leadership & HR Optimization

• Own the HRBP for corporate staff in partnering with leaders on performance processes, talent decisions, organizational and team effectiveness. Lead process execution for talent reviews, calibration sessions, succession planning, and team member development.
• Partner with the CHRO and leaders to strengthen manager capability in performance management, coaching, corrective action, and fair policy application.
• Lead and continuously improve core people operations processes and redesign, workflows, internal controls, service delivery across the employment lifecycle and audit readiness across people operations.
• Collaborate with the HRIS Leader and evaluate, implement, and optimize automation and AI-enabled solutions that improve operational accuracy, reporting quality, and team member self-service.

Compliance & Investigations

• Own employment-law and policy compliance across relevant federal, state, and local jurisdictions through policy governance, audits, and corrective-action follow-through.
• Own compliance administration for I‑9, E‑Verify, required notices, record retention, and other recurring people compliance processes. Conduct regular audits and reviews of HR processes, practices, and records to identify/correct compliance gaps or areas of improvement.
• Monitor and address potential compliance issues, such as discrimination complaints, workplace safety concerns, or wage and hour claims.
• Stay abreast of changes in local, state, federal regulations and update Company policies accordingly. Collaborate with legal counsel, as needed, to ensure compliance with various laws.
• Prepare reports and documentation related to HR compliance activities. Maintain accurate records of compliance-related initiatives. Evaluate the results of compliance reports (including California Data Reporting, etc.) and communicate key findings to business leaders.
• Lead the dispersed HR Team that is responsible for all HR investigations, employee relations, and compliance matters.
• Maintain strict confidentiality regarding sensitive employee information and compliance-related matters. Adhere to data privacy regulations and handle personal data securely.

Benefits & Retiree/401K Administration

• Oversees the design, administration, and communication of comprehensive team member benefit plans—including health, dental, vision, life, retirement, and ancillary programs—while partnering with brokers and vendors to assess plan effectiveness, manage renewals, conduct RFIs, and ensure compliance with all applicable federal and state regulations.
• Serve as a SME and lead benefits and leave administration, open enrollment, vendor invoice reconciliation, qualifying life event processing, and team member support on benefit matters.
• Develop/implement wellness initiatives that promote team member well-being and engagement.
• Oversee annual ACA compliance and benefits reporting requirements.
• Participates in industry benchmarking surveys to evaluate market competitiveness.

Talent Management & Talent Development Operations

• Own the operational execution of talent-management and talent-development processes, including performance cycles, calibration, talent reviews, promotion workflow, and career-path administration for Corporate Staff.
• Partner with the Chief Human Resources Officer to translate culture, learning, and workforce priorities into practical process design and execution discipline.
• Partner with business leaders to translate workforce strategy into practical recruiting execution—especially for critical corporate roles—through workforce demand planning, critical-role prioritization, candidate experience, and inclusive hiring.

Compensation Administration

• In partnership with the Chief Human Resources Officer develops, implements, and maintains competitive compensation programs aligned with company goals by conducting regular benchmarking, job evaluations, and market analyses, while partnering with the Core HR team to manage annual salary reviews and incentive programs.
• Prepares and analyzes reports on compensation trends, benefits utilization, and workforce metrics to identify opportunities for cost efficiency and improved team member satisfaction, providing data-driven insights to leadership for strategic decision-making.
• Partner with the HR Operations Director and overall HR team to align compensation strategies with technical and hourly skill development, career progression, and training initiatives

Minimum Requirements –

• Bachelor's degree required; advanced degree or professional certification in Human Resources, Business, or a related discipline preferred.
• 10 or more years of progressive experience in HR operations, benefits, performance, compliance administration, and/or shared services leadership.
• Extensive knowledge of federal, state and local employment & benefits laws/regulations, including wage and hour, FLSA, FMLA, ERISA, COBRA, HIPAA, I‑9, ACA, and recordkeeping obligations.
• Experience creating, maintaining, and implementing HR Policies and Procedures.
• Strong customer-service orientation, sound judgment, and the ability to collaborate effectively with executive leaders, people leaders, and frontline team members.
• Comfort leading through change, implementing new technology, and building credibility in an environment that needs both stabilization and scale.
• Operational rigor: builds repeatable processes, documentation standards, controls, and service expectations without creating unnecessary bureaucracy.
• Coaching and influence: equips leaders to handle people issues earlier, more consistently, and with stronger accountability.
• Credibility and discretion: earns trust across executives, people leaders, and team members in sensitive situations.
• Balanced orientation: combines empathy, fairness, and human-centered leadership with clarity, standards, and follow-through.

Benefits –

At AJM, our comprehensive “Cafeteria Benefits Plan” and “Flexible Spending Arrangement” (FSA), truly set us apart from the competition. Under the cafeteria plan you’ll receive a package of company paid medical, dental, optical, life and disability insurance coverage and be able to adjust the proportions spent on each coverage/benefit to suit your personal requirements and preferences. You can even redirect a portion of the total spend to pay for homeowners, car and pet insurance premiums purchased at group rates. Lastly, under the Flexible Spending Arrangement (FSA), you’ll be able to contribute a portion of your annual earnings on a pre-tax basis to pay for child and dependent care and medical, dental and optical insurance co-pays and deductibles.

Summary of Benefits –

• Medical Insurance (BCBS)
• Optical Insurance
• Life Insurance
• Short & Long-Term Disability Insurance
• Flexible Spending Agreement
• Health Savings Account
• Child & Dependent Care Savings Account
• 401 K Retirement Plan (with Safe Harbor Company Match)
• Tuition Assistance
• Employee Assistance/Wellness Program
• Paid Vacations
• Paid Holiday
• Paid Sick & Personal Time
• Professional Development Program (AJM University)

About Us –

AJM was founded as a manufacturer of paper and plastic products in 1957 by three (3) Detroit area brothers who eleven (11) years earlier began selling retail packaging, cleaning and office supplies and equipment and consumer disposables out of a small warehouse in Detroit’s Eastern Market. Over many years, we gradually evolved from our broadline distributor beginnings into a major paper products manufacturer, today employing nearly 3,000 people and operating eight (8) manufacturing and five (5) warehouse/distribution facilities strategically located throughout the United States.

We’re still family owned and operated, still manufacturing our products in the good old USA and still providing our customers with the same reliable service and quality products they’ve come to expect from AJM for nearly 65 years now. It’s a simple formula, no doubt, but you can’t argue with success. Today we’re the nation’s leading manufacturer of private label paper plates, cups and bowls, lunch bags and lawn and leaf bags.

At AJM, we realize we will only go as far as our employees can take us and, for that reason, we invest millions of dollars every year on both classroom and on-the-job training to develop our employees’ skills and promote a culture of learning and continuous improvement. There are no barriers to impede your progress here and no ceilings to halt your advance. You’ll control your own destiny, and we will help you reach your full potential with both in-house development programs and tuition reimbursement for undergraduate and graduate level college studies. Join our team and see where your AJM journey takes you!

AJM Packaging Corporation is an equal opportunity employer and does not discriminate on the basis of race, religion, color, sex, national origin or other legally protected status.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.