Top Senior HR Jobs in Phoenix, AZ

Leads client-facing HR managed services and workforce consulting engagements, including payroll, benefits administration, HR operations, workforce analytics, organizational design, talent management, and employee experience initiatives. Directs cross-functional teams, develops service plans and operating models, improves processes using HR technology and data, resolves complex issues, validates outcomes, and coaches team members.

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.

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.

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.

Partners with B2B leadership on talent acquisition, workforce planning, position development, compensation, staffing costs, employee relations coordination, and HR program implementation. Leads proactive sourcing and full-cycle recruiting, maintains talent pipelines, coaches hiring managers, tracks recruiting and workforce metrics, supports onboarding and performance initiatives, and identifies HR process improvements. The role requires close collaboration with leadership while maintaining confidentiality and supporting both remote and onsite operations.

Provides day-to-day HR support for team members and leaders, including employee relations, performance management, attendance, compliance, documentation, recruiting, onboarding, leave administration, engagement initiatives, and HR operations. Maintains HR records, supports policy administration, responds to workplace concerns, and collaborates across departments to resolve employee and office matters.

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 supports leaders and employees across designated business groups, aligning workforce strategies with organizational goals. Responsibilities include employee relations, investigations, coaching, talent management, succession planning, performance management, organizational design, change management, engagement initiatives, workforce planning, and HR data analysis. The role supervises an HR Generalist, partners with recruiting and HR teams, ensures policy compliance, and supports a safe, respectful workplace.

Partners with regional and business leaders to translate workforce needs and business priorities into talent, leadership, organizational, and capability strategies. Advises on workforce planning, organizational effectiveness, succession, talent reviews, performance, retention, engagement, change adoption, and colleague experience. Coaches leaders, facilitates talent discussions, interprets workforce data, and coordinates solutions across Talent Management functions. The role requires regular regional travel and occasional travel to Nashville and other locations.

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.

Owns core People Operations functions including employee onboarding, benefits administration, HR compliance, employee records, reporting, and ongoing employee support. The role manages recurring processes, coordinates with vendors and stakeholders, maintains accurate documentation, monitors regulatory requirements, and improves HR workflows. It serves as a primary resource for employees while escalating complex issues to the HR Director.

Manages HR operations, employee benefits, 401(k) administration, compliance, performance reviews, compensation processes, training, employee relations, and handbook maintenance. Provides guidance on sensitive HR matters, supports organizational reporting, coordinates with talent acquisition, and oversees benefits renewals and open enrollment. The fully remote role requires U.S. work authorization and occasional travel to company offices or events.

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.

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.

The Human Resources Business Partner advises leaders on HR strategy, employee relations, talent management, workforce planning, performance management, leadership development, compliance, and organizational change. The role designs HR programs and training, analyzes HR metrics, improves processes, supports recruitment, and partners with Centers of Excellence to align people initiatives with business goals across multiple locations.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

Drive people operations for assigned small business clients: lead hiring, onboarding, performance and compliance; advise leadership on workforce planning, org design, succession, and development; administer HR data, payroll/benefits support, and deliver excellent client service while leveraging HR technology and analytics.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.

The Human Resources Business Partner aligns regional HR strategy with business goals, advising leadership on workforce planning, talent, organizational effectiveness, retention, and performance. The role leads regional M&A integration, change initiatives, succession planning, key hiring assessments, employee relations investigations, compliance, and people-metrics reporting. It supports compensation, training, wellness, and engagement programs while maintaining regular branch presence. Multi-site or multi-state experience, strong business acumen, employment-law knowledge, and 25–35% travel are required.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Provides strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.