Top Senior HR Jobs in Phoenix, AZ

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 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 Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

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.

Own payroll processing in Paylocity and manage employee lifecycle administration, including onboarding, offboarding, employee changes, HRIS records, I-9 and E-Verify workflows, reporting, benefits support, compliance documentation, and immigration administration. Coordinate with Finance, Accounting, IT, and department leaders while providing general HR support in a multi-state organization.

Owns the site’s HR infrastructure, compliance, employee relations, recruiting, workforce planning, compensation, benefits, HRIS, payroll, and leadership support. The role also coordinates OSHA compliance, safety training, incident investigations, inspections, records, and corrective actions in a manufacturing environment. This manager partners with leadership and operations to build scalable people practices, support audits, strengthen performance management, and promote a safe, accountable workplace.

Leads daily HR operations, supervises HR staff and student workers, manages recruitment and hiring, processes payroll and corrections, resolves discrepancies in Workday and reporting systems, coordinates visa applications, supports audits, and develops HR and payroll procedures.

The Senior HR Business Partner supports leaders across a global, high-growth organization. Responsibilities include analyzing talent lifecycle gaps, developing scalable people solutions, coaching leaders, executing People Operations programs, simplifying global processes, managing performance and employee relations matters, conducting investigations, and using workforce data to improve motivation and retention.

Lead global payroll, HRIS implementation, systems architecture, workflow automation, onboarding, employee lifecycle management, payroll execution, compliance, data integrity, reporting, and AI-enabled HR operations. The role owns HR system health, integrations, audits, vendor relationships, multi-state and international payroll, EOR/COR administration, and automated dashboards while partnering with Finance, Accounting, and HR Compliance.

Owns multi-state HR compliance and total rewards programs, including employment law compliance, benefits, compensation, leave, accommodations, workers’ compensation, HRIS administration, reporting, audits, immigration, employee relations, and investigations. Manages vendors, supports regulatory filings, leads process improvements and acquisitions integration, and advises leadership on compliance risk, pay equity, benefits, workforce data, and employment practices.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Develop and implement country HR strategies, policies, and procedures while ensuring regulatory compliance. Automate HR workflows using AI, manage HR vendors, advise managers on employee relations and talent development, analyze HR metrics, improve HR practices, and collaborate with global HR teams. The role also supports recruitment and onboarding, promotes an inclusive employee experience, and requires strong HR technology, analytical, communication, and project management skills.

Administers and improves employee benefits and leave programs, including health, retirement, disability, FMLA, accommodations, and annual enrollment. Ensures regulatory compliance, data accuracy, payroll reconciliation, vendor performance, employee communications, and timely case resolution. Partners with HR, Payroll, Legal, managers, employees, third-party administrators, and HRIS teams on complex cases, system testing, reporting, wellness programming, and process improvements.

Manages human resources activities at a manufacturing plant, including recruiting, onboarding, employee relations, compliance, performance reviews, training, safety coordination, accident investigations, payroll review, HRIS updates, and employee listening sessions. Partners with plant leadership and senior HR to resolve workplace issues, support talent planning, maintain FLSA compliance, and promote a safe, effective work environment.

Serves as a strategic HR advisor to leaders across multiple locations and states. Manages employee relations, investigations, performance and talent management, workforce planning, succession planning, multi-state employment compliance, benefits support, HR analytics, and organizational change. Partners with Legal, Payroll, Talent Acquisition, and Learning & Development on risk mitigation, recruiting, development, policy rollouts, and HR projects. Requires occasional travel to dealership locations.

The HR Business Partner oversees HR functions for assigned CIRI companies and government contracts, including employee and labor relations, performance management, compliance, FMLA and ADA administration, training, HRIS coordination, metrics, recruitment support, onboarding, and transition planning. The role provides guidance to managers and employees, supervises HR transaction functions, implements HR strategies, and ensures compliance with employment laws and government contracting regulations.

Own and build Stryker Digital’s People Operations and HR function for a growing, distributed workforce. Responsibilities include multi-state compliance, onboarding and offboarding, employee relations, terminations, payroll administration in Rippling, benefits, compensation, performance management, policy development, and HR risk management. The role partners directly with executives, employees, payroll and benefits providers, and employment counsel while establishing scalable HR systems and infrastructure.

Manage employee relations, policy administration, ADA compliance, workplace issue resolution, labor law compliance, and HR program support. Partner with employees, leaders, HR business partners, and Centers of Excellence to address escalated concerns and improve workplace practices. Develop and update policies, deliver training, analyze employee feedback and HR data, support accommodations, and lead cross-functional HR projects and enterprise initiatives.

The HR Business Partner advises business leaders and employees on employee relations, performance management, HR policies, workforce planning, organizational effectiveness, and compliance. The role investigates complex issues, analyzes workforce data, supports HR transactions, coaches managers, improves HR processes, and partners with HR and legal teams. This remote position supports U.S. and Canadian operations, requires standard East Coast hours, and includes travel to company sites and conferences.

Own the HR systems ecosystem, including configuration, workflows, integrations, automation, data integrity, reporting, compliance controls, and Jira intake. Lead system implementations, upgrades, redesigns, documentation, and training while partnering across People Operations, IT, Compliance, Security, Finance, Legal, and vendors. Apply AI and automation to reduce manual work and improve employee support.