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.

Leads HR enablement and enterprise implementation efforts by translating HR strategies into scalable deployment approaches. Directs readiness, change management, communications, training, adoption, and continuous improvement for major HR initiatives. Partners with HR Centers of Expertise, HR Business Partners, communications teams, and enterprise stakeholders to align strategy with execution, develop enablement resources, identify risks, and improve practitioner effectiveness across the organization.

Supports full-cycle recruiting, onboarding, employee relations, HR compliance, policy administration, performance management, training, reporting, and HRIS maintenance. The role advises managers and employees, processes employment documentation, manages workforce changes, supports investigations and counseling, coordinates training and events, and ensures compliance with employment laws and company policies.

Reviews and analyzes employee background reports, verifies resumes, education, licenses, references, and employment history, and investigates discrepancies under FCRA and data protection laws. The specialist documents findings, coordinates with recruiters, offices, vendors, and internal stakeholders, tracks screening requests, issues clearances, and supports pre-adverse or adverse actions. The role maintains confidential records, ensures timely processing, and may administer verification requests in Workday while applying labor law and compliance best practices.

The HR Advisor partners with regional leaders on recruitment, employee relations, performance management, compensation, succession planning, training, and team member engagement. They coach managers, support full-cycle hiring, maintain HRIS information, advise on policies and employment regulations, coordinate development programs, and improve People operations processes. The role requires regular travel to local field sites and collaboration with Payroll and cross-functional teams.

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.

Leads corporate HR functions for a distributed federal contractor workforce, including recruiting, employee relations, compliance, benefits, compensation, HRIS administration, onboarding, labor charging, and workforce documentation. Oversees Service Contract Act compliance, federal labor audits, wage determinations, leave programs, benefits regulations, and contract transitions. Supports proposal development, recruiting strategy, and contract performance while advising employees and leadership on policies, grievances, and personnel matters.

Own global people operations and employee experience, including HRIS data management, onboarding, performance reviews, payroll, benefits, compliance, reporting, employment documentation, and EOR coordination. Partner with Finance, Legal, IT, Recruiting, Operations, and vendors to build scalable processes. Drive continuous improvement through analytics, AI, and automation while ensuring accurate employee data and effective employee support.

Manage core HR functions across the employee lifecycle, including onboarding, employee relations, performance management, development plans, compliance, policies, records, HR reporting, and employee engagement. Advise employees and managers, support performance review processes, maintain confidential HR data, ensure employment-law compliance, and lead HR initiatives and process improvements.

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.

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.