Top HR Jobs in Phoenix, AZ

Supports Human Resources Administration through data analysis, reporting, dashboard creation, visualization, process testing, regulatory compliance, risk mitigation, and system enhancements. Develops queries, validates data, documents procedures, creates training materials, researches HR system functionality, and partners with HR Technology and other teams to improve processes and data integrity.

Human Resources and Legal Interns train with department staff, perform supervised assignments and projects, gain experience with functional tools, and support assigned departmental work. The role requires compliance with laws and company policies, problem-solving, organization, communication, independent work, and teamwork. This internship is aligned with Human Resources Administration and is intended for students or recent graduates in relevant fields.

Own the company’s global employee lifecycle and recruiting function. Responsibilities include building HR policies and compliance infrastructure, managing onboarding and offboarding, coordinating payroll and contractor agreements, establishing performance and compensation processes, handling employee relations, and partnering on workforce planning. The role also owns full-cycle recruiting across technical and nontechnical positions, including sourcing and screening engineers, configuring Greenhouse, and designing effective interview processes. This is a remote contract role requiring professional English and U.S. business-hours availability.

Partners with leaders and employees across global teams on employee relations, performance management, compensation, compliance, HR transactions, workforce planning, organizational changes, and HR operations. Manages investigations, terminations, employment agreements, HRIS data, payroll coordination, workforce analytics, policies, and international employment practices. Builds scalable HR processes and collaborates with Finance, Legal, Recruiting, and EOR/PEO partners.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Provides day-to-day operational support to HR Business Partners and leadership, including employee and candidate support, HR metrics, policy guidance, employee relations investigations, applicant tracking, onboarding, orientations, pre-employment processes, recruiting events, and HR communications. The role also supports employee engagement, maintains service queues, and assists with special projects.

Provides day-to-day operational support to HR Business Partners and leadership, including employee and candidate assistance, HR metrics reporting, policy guidance, employee relations investigations, applicant tracking, onboarding, pre-employment processes, HR events, and support queues. Requires three years of administrative support experience and an associate degree or equivalent combination of education and experience.

Serve as a strategic HR partner in a high-growth global organization. Responsibilities include advising leaders, analyzing talent data, identifying workforce gaps, developing and executing People Operations programs, coaching managers and executives, managing performance and employee relations matters, conducting investigations, and improving scalable HR processes. The role requires strong problem-solving, communication, influence, project execution, and stakeholder management skills.

Provides hands-on HR partnership to operations leaders and employees across the employee lifecycle. Advises on employee relations, performance management, workforce planning, policy application, investigations, compliance, and talent matters. Analyzes employee relations data, recommends process improvements, supports training initiatives, and ensures practical, legally sound resolutions. The role serves a multi-site client group and requires 25%–50% travel, including occasional short-notice, multi-day trips.

The VP of HR will build and lead Ceresti’s people function, owning people strategy, organizational design, recruiting, compensation, benefits, performance, culture, employee relations, HR operations, and multi-state compliance. This executive will partner with the CEO and Board, develop scalable HR infrastructure for a remote workforce, manage HR technology and vendors, support healthcare compliance, and lead people initiatives related to growth, financing, M&A, and organizational change.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

The HR Generalist manages payroll records and reviews, employee onboarding, benefits administration, personnel records, employment documents, employee HR inquiries, performance management support, and HR compliance activities. The role partners with Finance and benefit providers, supports managers and employees, and maintains accurate HR systems and processes in a fast-paced SaaS startup environment.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Directs day-to-day HR operations as the Chief People Officer’s primary operational partner. Leads HR staff and HRBP growth, oversees employee relations, ensures employment-law and policy compliance, manages the employee handbook and benefits integration, automates HR workflows, supports culture and engagement, and advises leaders on complex employee matters. Serves as deputy to the Chief People Officer and maintains consistent HR processes, accountability, and coverage across the organization.

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.

Provides HR support for a defined site or region, focusing on employee relations, engagement, retention, compliance, benefits, training, and HR program administration. Maintains employee records, supports investigations, terminations, unemployment claims, manager coaching, and employment law compliance. Analyzes HR trends and recommends improvements while partnering with corporate initiatives. Occasional business travel may be required.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Build and maintain a pipeline of senior HR executives for interim, fractional, and full-time engagements. Target leaders who develop enterprise HR and people strategies, oversee talent management, shape culture and employee experience, lead organizational design and transformation, ensure HR compliance, and partner with CEOs and boards. Candidates should have extensive HR leadership experience, executive presence, and the ability to drive human-centric, AI-enabled workforce strategies across industries.

Leads human resources strategy and operations for the Phoenix office, partnering with executive leadership to improve employee engagement, compliance, performance, and organizational outcomes. Oversees employee relations, investigations, discipline, termination, leadership development, performance evaluations, incentives, HR team guidance, legal compliance, and policy improvement. Implements Microsoft training for sales staff and supports strategic talent management initiatives.

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

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.