A human resource of a company or organization is generally an employee, and the department that communicates with employees and manages employee-related issues—including job applications, job interviews, drug tests, employment offers, wages, benefits, paid time off (PTO), unpaid leave, employee reviews, termination of employment, and unemployment insurance claims—is often known as the human resources department, or human resources, or simply HR. An employer’s human resources department may consist of one person in a smaller organization or many persons in a larger organization, and is often headed by a human resources manager or human resources director.

In Michigan, as in other states, the human resources (HR) department plays a crucial role in managing the employer-employee relationship. This includes overseeing the hiring process, which encompasses job postings, interviews, and drug testing, in accordance with both federal laws and Michigan's own regulations, such as the Elliott-Larsen Civil Rights Act and the Michigan Occupational Safety and Health Act. HR departments are also responsible for negotiating employment offers, setting wages, and administering benefits and PTO in line with the Fair Labor Standards Act (FLSA) and Michigan's Wage and Hour Laws. When it comes to leave, HR must navigate the Family and Medical Leave Act (FMLA) for eligible employees, as well as any applicable state laws regarding unpaid leave. Performance evaluations and terminations must be handled carefully to avoid wrongful termination claims, adhering to both state and federal employment laws. Additionally, HR manages unemployment insurance claims, which in Michigan are governed by the Michigan Employment Security Act. The size and structure of an HR department can vary greatly depending on the size of the organization, but its functions remain governed by a complex web of laws designed to protect both the rights of employees and the interests of employers.