Director Of Human Resources

Consumers Energy is Michigan’s largest energy provider, providing natural gas and/or electricity to 6.8 million of the state’s 10 million residents in all 68 Lower Peninsula counties. Consumers Energy knows job number one is to keep the lights on for customers. We are committed to delivering reliable, clean, and affordable energy to our customers 24/7. This position is not eligible for immigration sponsorship, e.g., H-1B, TN, etc. Please do not apply if you will need immigration sponsorship for a work visa now or in the future, including sponsorship for H-1B, TN, etc., now or in the future. We are unable to hire individuals with CPT, OPT, or STEM OPT for this position as the position is not eligible for participation in the H-1B lottery program and is not eligible for current or future immigration sponsorship for a work visa. Location: This is a hybrid (virtual/onsite) position with required onsite days on Monday, Tuesday and Thursday assigned to the One Energy Plaza headquarters located in Jackson, MI. The selected candidate must be within a commutable distance or willing to relocate (relocation package is available for those that qualify). General Summary of Job Responsibilities The Executive Director, HR Operations & Compliance leads the delivery and continuous improvement of core HR operational functions, ensuring efficient, compliant, and employee-centered services across the organization. This role provides strategic and operational leadership for HR Compliance programs, Payroll, Employee Services, and other assigned HR operational functions while driving process standardization, operational excellence, regulatory compliance, and data integrity. The Executive Director is accountable for the effective operation of HR systems and ensures operational excellence across core HR processes while partnering closely with HR Leadership and Centers of Excellence to continuously improve how HR delivers. Additionally, the role oversees the governance, maintenance, and ongoing effectiveness of employee policies, the employee handbook, and HR compliance programs, ensuring alignment with regulatory requirements, organizational standards, and evolving business needs. Essential Duties and Responsibilities Establish operational standards, performance metrics, compliance oversight, and governance processes to monitor effectiveness, manage operational risk, and continuously improve HR service delivery, including oversight of assigned HR compliance programs. Ensure the accuracy, integrity, governance, security, and effective use of HR data while maintaining compliance with applicable laws, regulations, policies, and reporting requirements. Provide leadership and oversight for compliance programs, employee investigative matters, Equal Employment Opportunity (EEO), the employee handbook and ensuring timely, objective, and well-documented processes that align with applicable laws, company policies, and organizational values. Lead the strategy, operations, and performance of HR Compliance, Payroll, Employee Services, and other assigned HR operational functions to ensure compliant, responsive, high-quality resolution of employee and leader needs. Define and lead the enterprise HR Operations strategy, aligned to HR and business priorities. Drive standardization of processes, policies, technology and tools across the HR organization Establish a continuous improvement culture across HR operations. Identify and implement process efficiencies, automation and digital solutions to improve optimize workflows, reduce waste, and improve experience. Partner with Digital and Data teams to optimize HR technology and reporting ecosystem, including SAP / S4HANA and Employee Central. Ensure technology solutions, data integrity, governance and reporting capabilities meet the needs of the HR organization. Partner and collaborate closely with HR Leadership to ensure operational strategy, priorities and execution aligns with overall HR strategic priorities and businesss needs. Other duties as assigned Knowledge/Skills/Abilities Understanding of HR technology and enterprise systems such as SAP S/4 and Employee Central Experience leading Lean process improvement and systems/technology enablement Proven experience leading HR Operations, shared services, or service delivery in a complex enterprise; strong leadership and team development capabilities Understanding of employment regulations, HR operational compliance, data governance, and internal controls Demonstrated ability to lead operational teams and foster a culture of continuous improvement Ability to develop operational strategies, establish performance measures, and translate business needs into solutions Strong leadership, collaboration, and communication skills with the ability to influence diverse stakeholder groups Excellent analytical, problem-solving, and decision-making skills Education/Experience Bachelor's degree in a related field and12+ years in leadership of operational, shared services, service function, or related experience. [OR] Associates degreein a related field and 14+ years in leadership of operational, shared services, service function, or related experience. [OR] High School diploma and 16+ years in leadership of operational, shared services, service function, or related experience. Why should you join our team? At Consumers Energy, we offer more than just a place to work. We foster a culture that supports career development, growth, and stability, and we take pride in offering our co-workers excellent benefits and compensation packages. We are deliberately creating an inclusive culture that makes our diverse team of co-workers feel valued, supported, and empowered every day. We're a company made up of thousands of people, all with different stories to share and work to do, but we stand united in our company purpose: world class performance delivering hometown service. What we offer: Competitive compensation packages Medical, Dental and Vision 401k with company match Paid parental leave Up to 13 paid Holidays Paid time off Educational Assistance Program Diversity, Equity & Inclusion: We, at CMS Energy, value Diversity, Equity, & Inclusion. It is part of our DNA. We treat our employees with respect, we treat each other fairly and we value the opinions of others. We are passionate about building and nurturing an environment where everyone feels included. We don’t discriminate. We seek to learn about each other and better understand our unique differences. Our uniqueness makes us authentic. We create safe spaces where everyone can be who they truly are. We invite difficult conversations and uncomfortable topics. We value diverse perspectives; this is what makes us great together. We harbor an inclusive environment where employees feel empowered to share their backgrounds, experiences, and ideas. Our Employee Resource Groups, Women in Energy (WE), Minority Advisory Panel (MAP), Pride Alliance of Consumers Energy (PACE), GENERGY (Different Generations), capable (Different Abilities), Interfaith, People Planet Partners, and Veterans Advisory Panel (VAP) are key enablers to living the values of our company culture: Caring, Empowered, Deliberate, Agility, and Ownership. All qualified applicants will not be discriminated against and will receive consideration for employment without regard to protected veteran status, disability, race, color, religion, sex, age, sexual orientation, gender identity or national origin. Job Segment: Payroll, Compliance, Operations Manager, Business Process, Law, Finance, Legal, Operations, Management Consumers Energy is an Equal Opportunity Employer, please review our Equal Employment Opportunity Policy, Family and Medical Leave Act, and Military Leave Allowance. CMS Energy endeavors to make accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact our team at View email address on click.appcast.io. This contact information is for accommodation requests only and cannot be used to inquire about the status of applications. ACCOMMODATION NOTICE: Federal law and many state laws require employers to make accommodations to disabled applicants and employees where the accommodation does not impose an unintended hardship on the employer. For those applicants seeking a position within the State of Michigan, a disabled individual needing accommodation for employment must notify the employer in writing within 182 days after the need is known or should have been known. Michigan law provides that failure of a Michigan employee to properly notify the employer will preclude any claim that the employer failed to accommodate the disabled individual. However, this does not waive an individual’s right under the Americans with Disabilities Act of 1990, as amended, which sets no time limit for requesting an accommodation nor does it require such accommodation in writing. #J-18808-Ljbffr