Head of HR Services (m/w/d)

The Opportunity We are looking for a hands-on People & Operations Manager to lead our people function and build the systems, talent pipeline, and management discipline required to support continued growth.
This is not a narrowly defined corporate HR position.
We need someone who understands HR fundamentals but also thinks like an operator—someone who can recruit aggressively, solve problems, coach managers, improve processes, analyze workforce trends, and take ownership without requiring constant direction.
You will work directly with ownership and operational leadership and will have significant influence over how we hire, onboard, develop, manage, and retain our people.
What You’ll Own Recruiting & Workforce Planning Own full-cycle recruiting across our locations.
Build and maintain an active pipeline of technicians, service advisors, managers, administrative employees, and future leaders.
Proactively source candidates rather than relying exclusively on inbound applications.
Manage job postings, screening, interviewing, background checks, reference checks, and hiring workflows.
Develop relationships with technical schools, trade programs, recruiting platforms, referral sources, and other talent pipelines.
Track recruiting metrics including open positions, time-to-fill, source effectiveness, acceptance rates, and turnover.
Hold managers accountable for participating effectively and promptly in the hiring process.
It is to create a repeatable talent pipeline that keeps the organization properly staffed.
Onboarding & Employee Lifecycle Build and manage a consistent onboarding process across all locations.
Coordinate new-hire documentation, background checks, employment verification, orientation, benefits enrollment, and required training.
Establish structured 30-, 60-, and 90-day employee and manager follow-up.
Manage employee status changes, promotions, transfers, compensation changes, and offboarding.
Ensure employee records and HR systems remain accurate and current.
Employee Relations & Management Support Serve as the primary HR resource for managers and employees.
Conduct fair, thorough, and well-documented workplace investigations.
Guide managers through performance issues, attendance problems, disciplinary actions, coaching, and terminations.
Improve consistency in how managers apply company policies and document employee issues.
Identify recurring organizational or management problems and develop solutions rather than repeatedly treating symptoms.
Handle sensitive and confidential matters with appropriate judgment and discretion.
HR Compliance & Risk Management Maintain working knowledge of applicable federal, Michigan, and local employment requirements.
Maintain and continuously improve company policies, employee handbooks, job descriptions, and HR procedures.
Manage or coordinate FMLA and other leaves of absence.
Manage workers’ compensation administration and return-to-work coordination.
Support unemployment claims and employment-related documentation.
Maintain compliant hiring, disciplinary, termination, recordkeeping, and employee-relations practices.
Partner with outside advisors when specialized legal or compliance guidance is required.
Payroll, Benefits & HR Systems Ensure new hires, terminations, compensation changes, deductions, PTO, and employee-status changes are properly authorized and communicated.
Review HR and payroll processes for accuracy and internal control.
Support employee benefits administration and open enrollment.
Help employees and managers resolve benefits and HR-system questions.
Maintain accurate employee data within ADP Workforce Now.
Improve utilization of HR technology, reporting, automation, and workflows.
Performance, Training & Leadership Development Establish practical performance-management processes that managers actually use.
Help managers establish clear expectations and accountability.
Develop manager training around interviewing, onboarding, coaching documentation, employee relations, and leadership.
Create repeatable processes for management development and succession planning.
Support organizational changes as the company continues to grow.
People Analytics & Organizational Improvement We expect this person to understand what the workforce data is telling us.
New-hire retention
Overtime and labor trends
Recruiting source effectiveness
Employee-relations activity
Training and development progress
Capable of creating structure where structure is missing.
Strong at recruiting and proactive candidate sourcing.
5+ years of progressive Human Resources, People Operations, or related experience.
Previous experience as an HR Manager, People Operations Manager, Senior HR Generalist, HR Business Partner, or similar hands‑on HR leader.
Strong employee‑relations and workplace‑investigation experience.
Demonstrated recruiting and talent‑acquisition experience.
Experience supporting hourly, salaried, and variable‑compensation employees.
Experience supporting a multi‑location workforce strongly preferred.
Automotive, retail, hospitality, field services, multi‑unit operations, or another high‑volume service environment strongly preferred.
Experience using recruiting platforms, HRIS systems, reporting, and workforce analytics.
Bachelor’s degree preferred but not required.
120,000 to $135,000 base, based on experience - Performance bonus up to $15,000 a year
Medical, dental and vision.
Paid time off and paid holidays
Paid Training & Professional Development
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

#