Top HR Jobs in Phoenix, AZ

Serve as the strategic HR Business Partner for the Commercial organization, advising senior leaders, supporting sales-focused programs (incentive plans, onboarding), leading org design and workforce planning, driving talent strategy, performance management, and employee relations. Provide data-driven insights, deliver presentations, mentor junior HRBPs, and collaborate with L&D, Compensation, and Operations. Travel approximately 10–20%.

The Human Resources Manager oversees HR operations, manages hiring and onboarding, and collaborates with the team on employee relations and compliance.

The HR Generalist administers HR plans, maintains HR records, ensures compliance with labor laws, coordinates employee benefits, and supports various HR activities.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

Part-time HR leader responsible for multi-state employment compliance, updating policies and handbook, employee relations and investigations, advising leadership on HR matters, coordinating with ADP PEO for payroll/benefits, and supporting onboarding/offboarding and ad hoc HR projects for a distributed remote team.

Serve as a strategic HR advisor for Phoenix-based teams, partnering with leaders on talent strategy, performance, workforce planning, employee relations, investigations, and change management. Manage full employee lifecycle, ensure compliance with employment laws, leverage HCM systems for data and reporting, drive engagement and culture initiatives, and support special projects and events.

Serve as strategic HR Business Partner delivering HR strategy and programs to clients: employee relations, compensation, performance management, coaching, recruitment, compliance, training, budgeting, billing, client relationship management, and project delivery while leading teams and promoting company brand.

Manage end-to-end onboarding across 130 franchise locations: process background checks, maintain compliance and accurate records, move candidates through Paylocity, communicate with hiring managers, and collaborate with HR team to support hiring and HR projects.

Support talent management with recruiting and onboarding: conduct phone screens, schedule interviews, verify references, track candidates, assist new-hire orientation, audit and maintain employee files, respond to HR inquiries, and provide general HR administrative support.

Lead strategy and governance for HR digital experiences and knowledge management. Design and optimize employee portals, knowledge articles, search, taxonomies, and self-service tools using data and user research. Translate complex policies into user-friendly content, collaborate with HR, IS, vendors, and technical teams, and maintain/configure content in ServiceNow and related platforms.

Serve as a strategic HR partner to senior leaders in West R&D, driving organizational design, workforce planning, talent management, succession planning, compensation guidance, change leadership, and complex employee relations to improve engagement, retention, and leadership capability.

Strategic HR Business Partner advising Engineering, Research, Product Strategy, and Technical Operations on organizational design, workforce planning, leadership coaching, performance management, compensation, employee experience, and HR operations. Build people programs, drive talent and succession planning, partner with recruiting and legal, leverage people data and AI tools, and serve as a Rippling administrator to scale processes across globally distributed technical teams.

Serve as an embedded strategic HR partner for market unit leaders, driving workforce planning, org design, compensation analysis, performance coaching, complex employee relations, HR technology adoption, and harmonization of job architecture across a remote, multi-jurisdictional workforce.

As an HR and Payroll Specialist, you will manage payroll and HR operations, ensuring compliance and efficiency across multiple countries, primarily the US and Canada. Responsibilities include processing payroll, overseeing HR administrative tasks, and managing benefits administration while maintaining legal compliance.

The Graduate HR Generalist will support HR processes, manage HRIS, assist with onboarding, handle employee inquiries, and drive HR initiatives. They will also support payroll and benefits processing, conduct audits, and identify process improvements.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

Hands-on HR Specialist supporting hiring, onboarding, employee administration, and daily HR processes for the U.S. team. Initially focused on recruitment, expanding to full employee lifecycle tasks, employee support, engagement initiatives, and cross-functional coordination with Finance, Legal, and Operations.

The HR Compliance Manager leads employment compliance at DLA Piper, ensuring adherence to laws and policies through audits, training, and risk assessments while collaborating with leadership and stakeholders.

The role involves assisting with recruitment tasks such as attracting candidates, screening them, and managing communication with applicants.

The Recruitment Assistant will manage recruitment functions including screening candidates, coordinating communication, and reporting to hiring managers. This is a fully remote position.

Manage end-to-end hiring operations: source candidates, send outreach, screen applications, conduct first interviews, update ATS, schedule interviews, communicate with hiring managers and candidates, and support onboarding and hiring admin.

Provide remote HR support for leaves and accommodations across multiple states: maintain LOA system, manage HR inbox, assist VP HR, prepare reports and presentations, coordinate events and trainings, and handle general HR administrative duties while ensuring confidentiality and excellent employee communication.

Serve as primary HR partner for corporate orgs: lead calibration, promotion, and merit cycles; coach managers and executives; advise on complex employee relations; drive strategic HR initiatives; design scalable HR processes; use AI tools to accelerate work; mentor HR teammates.

Own end-to-end HR compliance for a multistate distributed workforce: manage state registrations, employee records and I-9s, leave administration, policy and SOP development, audits and reporting (EEO-1, OSHA, ACA, WARN), workers' comp and OSHA recordkeeping, and DOT/FMCSA driver compliance support while building compliance frameworks and playbooks.

Partner with District Managers to develop and coach Director-level leaders, manage performance and complex employee relations, lead talent reviews and succession planning, provide data-driven HR insights, coordinate with HR Centers of Expertise on compensation, hiring, onboarding/offboarding, and change management to improve retention and organizational effectiveness.