Top HR Jobs in Phoenix, AZ

Provides strategic HR leadership to senior business leaders, focusing on workforce planning, organizational design, talent movement, analytics, performance management, engagement, and organizational change. Develops HR strategies aligned with business objectives, analyzes workforce and cost trends, measures HR effectiveness, coaches leaders, and promotes continuous improvement across the HR business partner community.

Provides comprehensive HR support across employee relations, investigations, leave and accommodations, benefits, training, HRIS and payroll administration, compliance audits, compensation processes, reporting, and budget planning. Advises employees and leaders on workplace policies, performance, conflicts, and employment practices while supporting safety and workers’ compensation processes.

Leads HR integrity and compliance programs, investigations, risk assessments, policy development, employee training, and ethical culture initiatives. Oversees compliance investigators, ensures HR practices meet legal and ethical standards, collaborates across functions, and presents compliance programs to senior leadership. The role is based in Phoenix, Arizona, with a hybrid schedule requiring at least three office days weekly.

Manage HR strategy and operations across recruitment, employee relations, compliance, payroll, benefits, HRIS administration, labor relations, and organizational development. Partner with leadership on workforce initiatives, advise managers, investigate employee issues, oversee staffing and retention, lead direct reports, and manage HR budgets. The role requires a bachelor's degree, 5+ years of HR generalist experience, and knowledge of employment laws and HR practices.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Leads HR strategy and provides consultative support to leadership and managers across employee relations, performance management, organizational change, recruiting, onboarding, retention, compliance, payroll, benefits, HRIS administration, and labor relations. Oversees investigations, staffing practices, HR communications, budgets, and direct reports while ensuring adherence to employment laws and equal opportunity requirements.

Provides strategic HR leadership to senior business leaders, focusing on workforce planning, organizational design, talent movement, performance management, engagement, and organizational change. Leads workforce analytics initiatives covering census, cost trends, and HR effectiveness while advising leaders and driving continuous improvement across the HR function.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Manage end-to-end background screening, adjudication, adverse action workflows, I-9 and E-Verify compliance, onboarding operations, audits, and candidate communications. Serve as the onboarding subject matter expert while partnering with Talent Acquisition, HR, IT, Finance, and other teams. Improve onboarding through AI, automation, process optimization, and data hygiene while ensuring compliance with FCRA, EEOC guidance, Fair Chance laws, and company policies.

The HR Business Partner aligns HR strategies with business-unit objectives, advises managers on employee relations and performance management, investigates workplace issues, interprets policies and employment laws, supports workforce and succession planning, and identifies training and executive coaching needs. The role partners with leadership to improve employee relationships, morale, productivity, retention, and regulatory compliance.

Coordinates human resources and office administration, including recruiting, onboarding, employee files, training, disciplinary actions, payroll support, claims management, compliance, audits, and policy implementation. Maintains confidential personnel records, ensures regulatory compliance, supports employees and executives, and assists with billing, payroll, and organizational projects.

Owns day-to-day HR operations across recruiting, onboarding, employee records, payroll inputs, benefits, employee relations, compliance, licensing, insurance, workers’ compensation, and offboarding. Serves as the primary HR contact for employees and managers, maintains policies and personnel systems, coordinates with external partners, and uses approved AI tools to automate and support HR workflows.

Supports day-to-day HR operations across onboarding, employee records, HRIS data, I-9 compliance, timekeeping, payroll, benefits, recruiting, employee communications, and engagement programs. The coordinator maintains accurate confidential records, assists with audits and labor-law compliance, supports employee inquiries, administers background and drug-screening vendors, and partners with site leadership in a fast-paced manufacturing environment.

Leads strategic HR partnership for senior executives, aligning talent strategies, organizational design, workforce planning, and HR initiatives with business objectives. Provides executive coaching, influences enterprise talent solutions, drives organizational change, mentors HR professionals, and partners cross-functionally on workforce costs, risk, and compliance. Requires extensive experience in HR business partnering, strategic planning, data storytelling, matrixed environments, and executive communication.

Supports full-cycle recruitment for a public-sector organization, including job postings, sourcing, screening, reference checks, offer coordination, applicant tracking, recruitment reporting, and candidate communications. Partners with hiring managers and HR teams, attends job fairs and networking events, and maintains accurate applicant records. The role is primarily remote for Arizona residents, with occasional Phoenix meetings and travel throughout the state.

Oversee regional HR administration, onboarding, employee records, payroll, certified payroll reporting, union wage and fringe compliance, leave tracking, and jobsite HR requirements. Support accounting activities including project billings, invoice reconciliation, and pay applications. Train employees, assist managers and project teams, coordinate with corporate HR and compliance departments, and ensure adherence to state laws, prevailing wage requirements, and construction-company procedures.

Supports enterprise HR transformation and belonging initiatives through project governance, workforce analytics, KPI dashboards, executive reporting, change management, employee engagement measurement, and process automation. Partners with HR leaders and cross-functional teams to analyze workforce trends, improve organizational effectiveness, coordinate strategic priorities, and maintain reporting and governance tools using Workday, Smartsheet, Power BI, and related technologies.

Leads enterprise HR integration, strategic planning, governance, portfolio prioritization, operating model transformation, and cross-functional execution. Develops multi-year roadmaps, implementation frameworks, and accountability mechanisms across HR Centers of Excellence. Advises senior leaders on organizational readiness, change capacity, risks, dependencies, and sequencing. Uses workforce metrics and operational data to guide decisions, improve practitioner experience, and strengthen HR effectiveness across a complex, matrixed organization.

Serves as a strategic HR partner to regional operations leaders, providing employee-relations guidance, investigations, performance management, leadership coaching, talent assessment, succession planning, workforce analytics, organizational design, and change-management support. Collaborates with HR teams on employee lifecycle processes, compliance, engagement, retention, and continuous improvement. Requires regular travel across operating locations in Arizona and Minnesota, with occasional travel to California.

Partners with Operations and regional leaders on employee relations, performance management, workforce planning, talent matters, policy interpretation, and employee development. Conducts sensitive workplace investigations, advises on compliance and risk, analyzes employee relations data, recommends improvements, and supports HR initiatives and training. Requires 25%–50% travel, including multi-day trips and occasional short-notice travel.

Provides broad HR support across employee relations, benefits, performance management, onboarding, HRIS records, compliance, payroll coordination, and employee engagement. Supports talent acquisition through sourcing, screening, interview coordination, compensation recommendations, applicant tracking, and recruiting events. Maintains confidential records, advises employees and managers on HR policies, supports audits and affirmative action requirements, and collaborates with leadership and Finance.

Provides administrative and operational HR support across the employee lifecycle, including onboarding, records management, screenings, employee changes, departures, compliance, and engagement. Coordinates with HR, hiring managers, IT, and Payroll while maintaining data across AX, D365, and UKG. Supports construction and field employee groups, coaches managers on HR practices, promotes employee engagement, and contributes to safety, quality, and continuous improvement initiatives.

Leads enterprise HR change management and transformation initiatives globally, including organization redesign, job architecture, rewards harmonization, HR process standardization, digital adoption, communications, governance, stakeholder alignment, readiness, enablement, and adoption measurement. Advises senior leaders, builds change capability, manages complex portfolios, and influences outcomes across functions and regions without direct authority.

Supports HR operations at a manufacturing site, including employee records, compliance documentation, BambooHR administration, ADP timekeeping, workplace incident coordination, uniforms and safety footwear programs, employee relations, performance management, hourly recruiting, onboarding, orientation, and workforce reporting. Partners with production leaders, employees, Talent Acquisition, and the site HR lead to maintain engagement, retention, and smooth daily operations.