Director of HR Innovation

Location: Company: Consumers Energy 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 headqurters 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 Director of HR Innovation oversees a portfolio of enterprise Human Resources transformation initiatives designed to modernize and continuously improve the employee and leader experience. This role leads the development and execution of strategic initiatives spanning HR process redesign, technology implementations, system enhancements, data and analytics capabilities, automation efforts, and continuous improvement programs. The Director of Innovation partners closely with HR leaders, business stakeholders, and Digital Technology teams to identify opportunities for simplification, standardization, automation, and improved service delivery. This leader is responsible for translating HR strategy into executable transformation roadmaps, ensuring initiatives progress successfully from concept through implementation, adoption, and sustainment. A critical focus of this role is strengthening HR's ability to leverage data, technology, and self-service solutions to drive better business decisions, improve operational effectiveness, and enhance employee and leader experiences. The Director Innovation establishes governance, accountability, and performance measures to monitor initiative outcomes, manage interdependencies and risks, and ensure transformational efforts deliver measurable business value. This leader brings an enterprise perspective to HR transformation by connecting people, processes, technology, and data to build a more employee-centered, scalable, and effective HR function. ESSENTIAL DUTIES AND RESPONSIBILITIES Lead a portfolio of HR transformation initiatives, including process redesign, technology implementations, system enhancements, organizational effectiveness initiatives, and continuous improvement efforts. Partner with HR Centers of Excellence, HR Business Partners, Operations, and Digital Technology teams to identify opportunities to improve service delivery, increase efficiency, and enhance employee and leader experiences. Develop and execute HR transformation strategies and roadmaps that align with organizational priorities and workforce objectives. Strengthen HR data and decision-making capabilities through the development and enhancement of dashboards, metrics, analytics, and reporting tools that support strategic workforce decisions. Lead the design, implementation, and optimization of HR self-service capabilities that empower employees and leaders while improving operational efficiency and service quality. Identify opportunities where technology, automation, system enhancements, or data-driven solutions can replace manual processes, reduce complexity, and improve scalability. Drive standardization and simplification of HR processes, policies, workflows, and technology solutions across the enterprise. Establish governance structures, project controls, and performance measures to monitor progress, outcomes, risks, dependencies, and adoption of transformation initiatives. Collaborate with business leaders and HR leadership to prioritize investments and initiatives that improve talent, workforce, and employee experience outcomes. Lead change management, stakeholder engagement, communication, training, and adoption activities to ensure successful implementation and sustainment of HR initiatives. Utilize continuous improvement methodologies to identify opportunities, eliminate waste, enhance processes, and improve service delivery effectiveness. Research emerging HR technologies, industry best practices, and workforce trends to identify opportunities that strengthen organizational capabilities. Build and maintain strong partnerships with internal and external stakeholders to advance strategic HR priorities and transformation objectives. Other non-essential duties as assigned or necessary. KNOWLEDGE / SKILLS / ABILITIES Demonstrated success leading large-scale HR transformation, change management, process improvement, or technology implementation initiatives. Deep understanding of HR operations, employee experience, workforce processes, and HR technology ecosystems. Strong strategic mindset with the ability to connect business objectives, talent strategies, data insights, and technology solutions. Expertise in workforce analytics, dashboard development, HR metrics, and data-driven decision making. Experience leading cross-functional teams and influencing stakeholders across multiple levels of the organization. Knowledge of HR systems, automation platforms, digital technologies, and self-service solutions. Strong project portfolio management, governance, risk management, and execution capabilities. Excellent communication, presentation, facilitation, and stakeholder engagement skills. Demonstrated ability to drive organizational change and foster a culture of innovation, continuous improvement, and accountability. Ability to align initiatives with enterprise strategy while balancing employee experience, operational efficiency, compliance, and business outcomes. EDUCATION/EXPERIENCE Bachelor's degree in Human Resources, Business Administration, Organizational Development, Information Systems, Analytics, or related field and 7+ years of progressive experience leading HR transformation, process improvement, organizational effectiveness, technology implementation, workforce analytics, or related strategic initiatives. [OR] Associate’s degree in Human Resources, Business Administration, Organizational Development, Information Systems, Analytics, or related field and 9+ years of progressive experience leading HR transformation, process improvement, organizational effectiveness, technology implementation, workforce analytics, or related strategic initiatives. [OR] High School diploma and 11+ years of progressive experience leading HR transformation, process improvement, organizational effectiveness, technology implementation, workforce analytics, or related strategic initiatives. 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 compe nsation 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: Business Process, HR Manager, Human Resources Director, Risk Management, HR, Management, Human Resources, Finance