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Supervisor - HR Talent Acquisition


Detroit, MI, US

Company:  DTE Eng Corp Svcs LLC
Job ID:  2960

The future is bright at DTE Energy! We are one of the largest Fortune 500 diversified utilities in the United States with an aspiration to be the best-operated energy company in North America and a force for good in the communities we live and serve.  We have businesses in 26 different states and are comprised of regulated utility and non-utility businesses.  Our utility business provides electric and gas service to approximately 3 million customers.  Our non-utility businesses include a diversified portfolio of energy related companies, ranging from gas storage and pipelines to renewable power development.

DTE Energy’s utility and non-utility businesses are poised for significant growth. We look forward to working with highly motivated and team-oriented individuals to energize our efforts of growing economically and environmentally.

Recently, DTE Energy has been recognized as an outstanding place to work and has received the following accolades:

* Gallup Great Workplace Award for consecutive years
* Civic 50 Award for corporate citizenship excellence
* Indeed’s annual “50 Best Places to Work” award for two years running
* Metropolitan Detroit’s 101 Best and Brightest Companies to work For
* J.D. Power Customer Satisfaction Award
* Professional Women’s Magazine/Black EOE Journal “Best of the Best”
* Computerworld’s 100 Best Places to Work in IT
* Best Employers for a Healthy Lifestyle Gold Award
* Detroit Free Press Green Leaders Award

DTE Energy is an equal opportunity employer and considers all qualified applicants without regard to race, color, sex, sexual orientation, gender identity, age, religion, disability, national origin, citizenship, height, weight, genetic information, marital status, pregnancy, protected veteran status or any other status protected by law.


External Pre-Hire Assessment Required: Leader Pre-Hire Assessment
Testing Required:
Not Applicable



Job Summary
  • Supervise and coordinate the day-to-day activities of large Talent Acquisition staff responsible for all salaried and represented recruitment activities.  Accountable for the group's operational performance, continuous improvement activities, interpretation of policies and ensuring that group activities are consistent with company priorities and Federal, State and Local employment laws.  Partner with business units to develop and execute recruiting strategies aligned with organizational workforce plans.  Partner with Corporate Communications to deploy company employment brand.  Recommend, initiate and/or communicate a variety of personnel actions (e.g., employment, termination, performance and salary reviews, disciplinary actions, scheduling and/or approving overtime). Responsible for training and mentoring team and assigning work. Decisions are guided by policies, procedures or a business plans; receive guidance and oversight from Manager, Talent Acquisition. 
Key Accountabilities
  • Build strategic working relationships with HR business partners, as well as internal and external connections.
  • Develop challenging short- and long-term group plans and objectives aligned with those of business partners.
  • Develop, implement and administer HR policies and procedures including: employment, compliance, labor and/or employee relations, HRPT, etc.
  • Employ continuous improvement to enhance processes, and team synergy using best practices and standard shared methodology.
  • Ensure the development and implementation of competitive, best practices as they pertain to assigned functional area within HR.
  • Review and analyze new employment laws, regulations and related developments.
  • Build and execute project plans with balanced scorecards (SQDCM); prepare presentations and executive summaries on assigned initiatives, as needed.
  • Conduct effective meetings and manage the meeting process with optimal results.
  • Apply a customer-focused approach in establishing and maintaining productive internal and external client relationships.
  • Assist with Corporate-wide initiatives, as needed.
  • Implement strategic initiatives within HR, as needed.
  • Plan, execute and monitor a staff development program in order to develop and maintain a competent, motivated and highly productive work force to ensure the availability of resources to satisfy and address needs of the Enterprise.
Minimum Education & Experience Requirements
  • Bachelor's degree required
  • Minimum of five years professional HR experience in developing strategic HR processes and tools
Other Qualifications


  • Bachelor's degree in HR, industrial relations or related discipline
  • Master's degree
  • PHR or SPHR certification
  • Prior leadership experience in a large, complicated talent acquisition function.
  • Background developing, deploying, and measuring the performance of marketing campaigns (social media, print, e:mail, etc.)
  • Prior experience developing recruiting team to passively source talent for key operational and leadership roles.
  • Experience implementing HR/IT solutions.


Other Requirements

  • Ability to provide leadership, guidance and consulting to others and/or the management of project teams.
  • Experience providing human resources counsel to business units on topics including, without limitation: workforce planning, recruiting and staffing, salary administration, employee/labor relations, policy application, performance management and other related issues.
  • Ability to work collaboratively and independently.
  • Advanced knowledge of Human Resources processes and tools.
  • Analytical and decision making skills: understand complex business unit issues and translate into a variety of potential solutions.
  • Ability to build effective customerfocused business relationships with all level s of employees, including executives.
  • Working knowledge of Federal and state employment and labor laws and regulations
  • Proficiency in the use of Microsoft business applications and HR information systems
  • Ability to prioritize and produce results on key initiatives.
  • Strong interpersonal and communication skills (oral, written and presentation).
Additional Information

Incumbents may engage in all or some combination of the activities and accountabilities, and utilize a variety of the competencies cited in this description depending upon the organization and role to which they are assigned. This description is intended to describe the general nature and level of work performed by incumbents in this job. It is not intended as an all-inclusive list of accountabilities or responsibilities, nor is it intended to limit the rights of supervisors or management representatives to assign, direct and control the work of employees under their supervision.

Nearest Major Market: Detroit