Director of human resources jobs in Arizona

HR Director - Classification and Compensation Type: Public Job ID: 130925 County: East Maricopa Contact Information: Scottsdale Community College 9000 E. Chaparral Road Scottsdale, Arizona 85256 District Website Contact: SCC-HR Phone: ********** Fax: District Email : HR Director - Classification and Compensation Job ID: 321935 Location: District Support Services Cntr Full/Part Time: Full Time Regular/Temporary: Regular Salary Range $103,328.00 - $134,326.00/annually, DOE Grade 124 Work Schedule Monday - Friday, 8am - 5pm Summer Hours: Monday - Thursday, 7am-6pm Work Calendar 12 Months Maricopa Summary 10 Colleges. Unlimited Opportunities. The Maricopa County Community College District is one of the largest community college systems in the nation. Home to 10 individually accredited community colleges and 31 satellite locations, we proudly serve students in every corner of the Valley. Each day, our dedicated faculty, staff, and administrators, live out our vision-************************************************************************************************************************************************************************************************************** We focus on people-not profits. With 100% acceptance, zero rejections, and affordable tuition, we provide the flexibility and support our students need to succeed in and beyond the classroom. ********************************* We don't just support our community-we help build it. We are the largest provider of workforce development training in the state. The activities of our colleges and their students support one out of every 28 jobs in Maricopa County.**************************************** We believe our employees are our most valuable asset. Our 10 colleges and District Office support nearly 10,000 jobs and careers throughout Greater Phoenix. Join us in making a real difference in the lives of over 140,000 college students each year. Benefits Maricopa County Community College District (MCCCD) is committed to providing a competitive and comprehensive benefits program that supports our employees' and their families' health and well-being. Therefore, the MCCCD benefits support every stage of life and are designed to meet the diverse needs of our community. Explore the wide range of *********************************************** available to eligible employees at MCCCD: Affordable and Comprehensive Benefits Package: * Nationwide Medical, Dental, and Vision Coverage * Paid Time Off: Vacation, Sick Leave, and Personal Time * 20 Paid Observed Holidays * Company-paid Life Insurance, AD&D, and Short-Term Disability plans, with the option to purchase supplemental coverage * ************************ including Long Term Disability and Retiree Health Insurance with 100% employer-matching contributions * Optional Retirement Plans: 403(b), 457(b), Roth 403(b), Roth 457(b) * Tuition Reimbursement for employees and dependents * Annual Professional Development Funding * Flexible Work Schedules Employee Health & Wellness Programs: * District-Wide Wellness Program with Workshops and Webinars * Monthly Health & Wellness Calendar and Newsletter * Virta Diabetes Reversal Program, Support Groups, and Diabetes Empowerment Education Programs * Employee Assistance Program (EAP) * Sight-On-Site Eye Care Services * Mobile On-Site Mammography Screenings * Pre-Retirement Planning Events * Qualifying Employer for*************************************************************************** (potential loan forgiveness for federal Direct Loans after meeting repayment requirements and working full-time for an eligible employer) Job Summary Under the direction of the ACHRO, the Human Resources Director - Classification and Compensation position performs a strategic and hands-on approach to classification and compensation plan management, providing expertise, guidance, counsel, and advice on compensation, salary structures and administration, incentive programs, job evaluations, market data, trends, and compliance. Partners with business leaders to ensure plans support business strategies while maintaining competitive compensation programs. Conducts job classification reviews to perform market pricing and job evaluation; determines comparability of job classifications; conducts statistical analysis of compensation data; performs complex job analyses; creates job family framework, levels, and career paths; develops job classification descriptions; determines FLSA exempt or non-exempt status; performs classification and compensation-related training and other duties relating to the Classification Compensation Division. Essential Functions 30% - Compensation Strategy & Planning: * Lead multi-year projects, including job family enhancement, executive pay schedules, and board-approved salary structures * Provide analysis to support strategic planning and fiscal responsibility 20% - Job Classification & Evaluation: * Manage the development and review of job descriptions, classification requests, and reorganization proposals to ensure alignment with job family frameworks and district consistency 15% - Compensation Administration: * Oversee pay placement procedure process and forms, schedule methodologies, internal equity reviews, and annual compensation cycles 15% - Supervision and Team Development: * Supervise compensation staff and foster professional development, collaboration, and continuous improvement 10% - Compliance & Policy: * Ensure compliance with FLSA, EEOC, Arizona State Regulations, and MCCCD board policies * Maintain documentation and support board agenda processes 10% - Stakeholder Engagement: * Partner with district leaders to consult on classification/compensation decisions and workforce planning * Other duties as assigned Minimum Qualifications Bachelor's degree from a regionally accredited institution and six (6) years of work experience, which involves the administration, analysis, and/or support of classification and compensation projects, programs, and/or initiatives, or similar work involving position control functions or administrative analyses related to HR projects, programs, and/or initiatives. At least two (2) years of the required experience must include experience in a lead or supervisory role. OR An equivalent combination of education and/or full-time experience as described above, sufficient to successfully perform the essential duties of the job, such as those listed above, unless otherwise subject to any other requirements set forth in law or regulation, may be considered. Desired Qualifications 1. Professional certifications, such as CCP, PHR/SPHR, or other compensation-related professional certifications 2. Demonstrated a high level of proficiency in the use of Excel, Access, PowerPoint, Word, and HRIS 3. Demonstrated knowledge of Market Compensation philosophy, strategies, methodologies, point factor, pay schedules, career ladder, and best practices and trends. 4. Demonstrated knowledge of survey design and experience with conducting job classification studies and salary surveys. Special Working Conditions * Possession of a valid State of Arizona Class D driver's license is required; must meet minimum standards regarding driving: ********************************************************** * Will be required to travel or be assigned to all MCCCD locations * May require numerous evenings or weekends * May require prolonged periods of viewing a computer screen. * May be required to lift or carry up to #25 lbs. How to Apply Applicants are required to submit a cover letter and resume showing how the applicant meets the minimum and desired qualifications. All minimum requirements must be met at the time of the application. Additional materials will not be accepted after the job posting has closed. Missing materials or incomplete employment history will not be considered. Please ensure your materials clearly provide the following information. * Clearly illustrate how prior experience, knowledge and education meet the minimum and desired qualifications for this position. * Indicate whether former or current employment is Full-Time or; * Part-Time employment, to include Adjunct or Associate Professor (must include number of hours worked, contact hours or load) * Provide employment history in a month/year format (e.g., 09/07 to 10/11) including job title, job duties, for each position held and name of employer for each position. * Three professional references, preferably current and/or former supervisors. If references are not provided in resume upon application, they will be requested at time of interview. Posting Close Date Apply on or before Friday, October 10, 2025 to be considered. EEO, Title IX, & Clery Act Maricopa County Community College District (MCCCD) will not discriminate, nor tolerate discrimination in employment or education, against any applicant, employee, or student because of race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship status (including document abuse), age, disability, veteran status or genetic information. Title IX of the Education Amendments of 1972, states: "No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance." The policy of the MCCCD is to provide an educational, employment, and business environment free of gender discrimination. Incidents of misconduct should be reported to the college Title IX Coordinator, as outlined in policy, contact information is available at this link Title IX Coordinators. The Clery Act is a Federal law requiring United States Colleges and Universities to disclose information about crime on and around their campuses. Crime reporting data for each of the Maricopa Community Colleges, as required under the Clery Act, is available at this link Clery Act. To apply, visit *************************** Copyright 2025 Jobelephant.com Inc. All rights reserved. **************************** jeid-863d92ff30aa5d45928f59f49287be88 Other: To apply please visit ***************************

Job Description Job Title: Director of Human Resources Hours & Schedule: Full-Time Work Environment: Corporate and clinic support offices for a growing primary care group Travel Required: Yes - travel to multiple clinical and administrative locations across Arizona as needed Salary / Hourly Rate: $90,000 - $140,000 (depending on experience) Bonus Offered: Performance-based bonus and equity structure Benefits Offered: Medical, dental, vision, PTO/sick time, bonus and equity structure based on performance Why work with us: We are a mission-driven, patient-centered primary care organization growing across Arizona. Our focus is to deliver high-quality healthcare while fostering a culture where our employees feel supported, engaged, and empowered to succeed. We are proud to offer a collaborative environment that values innovation, respect, and integrity in everything we do. What our ideal new team member looks like: You bring a unique combination of young energy and grounded wisdom, blending positivity, professionalism, and a "roll up your sleeves" work ethic. You are: Tenacious-someone who consistently pushes initiatives forward and doesn't let things fall through the cracks Highly organized, articulate, and detail-oriented, while maintaining a fun, upbeat presence Confident in high-level strategy and delegation, yet equally comfortable being hands-on when needed Naturally proactive in identifying HR needs and driving improvements Experienced or comfortable in the healthcare space, with a strong appreciation for compliance and care culture You also have a full grasp of the following HR areas: Recruiting and talent acquisition Employee onboarding, training, and performance assessments Compliance protocols, including documentation, incident resolution, and labor law adherence Personnel file management, onboarding, and offboarding workflows Job Summary: The Director of Human Resources is responsible for leading all aspects of HR across a multi-site healthcare organization. This includes talent acquisition, employee relations, performance management, compensation and benefits, training, compliance, and organizational development. The role will drive alignment between HR strategies and business objectives while maintaining a focus on company culture and employee engagement. Job Duties & Responsibilities: Develop and execute HR strategies aligned with organizational goals and company values Lead the full lifecycle of talent acquisition: sourcing, interviewing, onboarding, and retention Oversee performance management systems to foster engagement, accountability, and growth Manage employee relations, conflict resolution, and internal investigations with professionalism and fairness Design and administer competitive compensation, bonus, and equity programs Ensure HR practices comply with all applicable laws and maintain accurate employee records Partner with leadership to deliver training and development initiatives supporting career progression Analyze HR metrics to assess trends, identify opportunities, and drive continuous improvement Act as a trusted advisor to leaders and employees across departments Support integration of HR functions as the organization grows or adds new locations Prerequisites / License & Certification Requirements: Bachelor's degree in Human Resources, Business Administration, or a related field required Experience in healthcare or multi-site organizations Full grasp of Recruiting/TA, Compliance, Employee Onboarding & Performance Assessments Ability to delegate but also be hands on when needed Highly organized and precise attention to detail You would describe yourself as: Tenacious, Highly Experienced and Motivated Ability to travel across Arizona as needed Currently located in Arizona (Or already in the process of relocating) If you meet all of our criteria and would like to be considered, please apply with your most updated Resume/CV. Cover Letter and references are preferred but optional. We look forward to meeting with you! Requirements Bachelor's Degree in HR or Related Field HR in Healthcare Settings HR Knowledge: TA, Compliance, Performance, Onboarding Based in Arizona or Relocating Willing to Travel as Needed

Who we are... Verra Mobility is a global leader in smart mobility. We develop technology-enabled solutions that help the world move safely and easily. We are fostering the development of safe cities, working with police departments and municipalities to install over 4,000 red-light, speed, and school bus stop arm safety cameras across North America. We are also creating smart roadways, serving the world's largest commercial fleets and rental car companies to manage tolling transactions and violations for over 8.5 million vehicles. And we are a leading provider of connected systems, processing nearly 165 million transactions each year across 50+ individual tolling authorities. Culture Verra Mobility Corporation is a rapidly-growing, entrepreneurial company that operates with a people-first philosophy and approach. The company lives by its core values-Do What's Right, Lead with Grace, Win Together, and Own It-in everything it does for its customers and team members. The company seeks to grow aggressively, both organically and through acquisition, to continue to be the undisputed market leader with these five core competencies: bias for action, customer focus, teamwork, drive for results, and commitment to excellence. Position Overview: As Vice President, HR Business Partner, you will collaborate with executive business leaders, their staff, and HR to plan, organize and implement Human Resources initiatives as well as support Verra Mobility's business strategy and growth objectives. You will be both strategic and hands-on to provide Human Resources expertise in the areas of organizational design and development, employee relations, coaching/development, compensation, conflict management and more. This is a true business partner role and will be instrumental in initiating and driving HR programs/initiatives across the organization. This person must be able to work in a fast-paced environment and still be able to navigate and deliver amidst changing priorities and ambiguous circumstances. This role will report to the Chief Technology Officer. Key Responsibilities: Partners with executive leadership to define long term strategies and goals, identifying ways to support these through talent solutions. Drives people initiatives with strong communication skills, coaching and influence, and offering thought-leadership regarding organizational/people related strategy and transition planning & execution. Provides relevant data and recommendations to guide decision-making related to compensation, organizational development related matters, including organizational analysis, strategy, structure and key processes to support organizational/business needs. Provides guidance to executive leadership on talent management/development and succession planning to ensure the right talent capabilities and bench strength are developed to support the business. Collaborates with other HR leaders to share best practices, critical needs issues, and initiatives. Provides guidance and support to leaders on employee relations issues and applicable company policies and employment laws. Ensures compliance with local, state and federal employment laws and regulations. Proactively identifies the need for employee learning and development, retention strategies, engagement, succession planning and career development. Evaluate current business processes to identify improvements and leverage infrastructure. Partners with Talent Acquisition, Total Rewards, and HR Shared Services in support of HR goals and initiatives. Qualifications: Minimum 10 years' experience working with and influencing executive and management level partners, including organizational design and development, consulting on employee relations, leadership development, change management, and related strategies. Minimum 5 years' experience working within HRBP model. BA/BS degree required. MBA or Master's degree preferred. Strong analytical and problem solving skills with proven ability to organize and analyze data, using HRIS systems for reporting. Flexible work style and approach based on client needs/style and HR partnership. Ability to establish strong relationships at all levels and across geographies throughout the organization and cross-functionally. Strong mindset for continuous improvement and meeting or exceeding client expectations. Proven project management and operations skills with demonstrated ability to manage global projects and initiatives. Verra Mobility Values An ideal candidate for this role naturally works in alignment with the Verra Mobility Core Values: Own It. We focus on high performance and drive toward breakthrough outcomes. Our employees ensure accountability, optimize and align work, focus on the customer, and cultivate innovation. Do What's Right. We champion integrity and good character. Our team members model ethical behavior, demonstrate good judgment and are courageous. Lead with Grace. We express humility and compassion, and we are authentic and candid. Our employees demonstrate self-awareness, care for others, instill trust, and communicate effectively. Win Together. We believe in growing and inspiring people together. We seek people who collaborate, value differences, think and act globally, foster an engaging work environment, and recognize and develop others. With your explicit consent which you provided as part of the application process, we will retain candidate personal data solely for the business purpose for which it was collected. In no event will we retain such data more than two (2) years following the closure of the recruitment process relating to the role for which you applied or in the event other related job opportunities arise within the company. Verra Mobility Applicant Privacy Notice Verra Mobility is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status. .

Are you a Self-Driven & Motivated HR Leader who has 7+ years' experience leading the Human Resources function with a true business partner mindset? If so, consider joining a GROWING Organization that highly values Culture & Innovation! ?In this Hybrid, Direct Hire, Director of Human Resources position, you will be first point of contact for employees to lead the Human Resources function & Team. Additionally, the Director of HR will foster an employee-centric culture, ensure compliance with labor laws while aligning organizational goals with HR Operations. The position is both Strategic & Tactical Leadership over all HR functional areas & leading the HR Team. Why this Company? Join a company with over 20+ years in the industry Successful GROWTH with $10M Revenue Increase in 2025 & 2026 forecast is strong Collaborative Team Environment with an IMPECCABLE reputation Exceptional Employee Tenure Foster a People-Centric Culture ?Why this Position? Caring Team Environment where employees enjoy working together Autonomy & Freedom to build & make this role your own Hire smart people & do not micromanage Medical, Dental & Vision | 2 weeks' Accrued Vacation | 7 Paid Holidays | 401K + Company Match Location: Phoenix, AZ | Onsite 1-2 days | 8 AM - 5 PM Salary: $125,000-150,000 | Depending on Experience Background Profile: 7+ years of progressively responsible experience in Human Resources executing HR Generalist duties 3 or more years' HR People Management Experience building & leading high performing teams Your progressive HR career includes managing multiple HR functions including employee relations, performance management, talent acquisition, compliance, benefits & compensation Bachelor's Degree in Human Resources or related - highly preferred HR Certification: SPHR or SHRM-CP or SHRM-SCP - highly preferred Strong knowledge of HR Best Practices, Employment Law in Multiple States Must be able to cultivate and manage relationships with internal & external customers Must demonstrate exemplary conduct and set a positive example as a servant leader while promoting a “Best in Class” Employee Experience and Candidate Experience. You describe yourself as an “Outgoing Communicator, People Leader & Negotiator” who has a passion to build “community” and develop strong team relationships You thrive in a Fast-Paced environment with a demonstrated ability to work under pressure managing multiple priorities simultaneously Advanced Experience with HR Software Systems & MS Office Suite - UKG is a PLUS Must be a Permanent Resident | U.S. Citizen or Green Card holder to be considered ?For Immediate consideration, please send your updated resume to *********************

Administration/Director of Human Resources 6330 W. Thunderbird Road · Glendale, Arizona 85306 P.O. Box 39 · Peoria, Arizona 85380-0039 623.486.6000 · www.peoriaud.k12.az.us Position Title: Director of Human Resources Department: Human Resources Supervisor: Administrator for Human Resources Term of Employment: 12 Months Salary Classification: Administrative Salary Schedule (Director II) Job Summary: The position is responsible for all aspects of the daily operations of the Human Resources department. This includes hiring, professional growth, background clearances, paperwork documentation, employee investigations, and serves in an advisory role in the District on employment issues. The person is responsible for coordinating activities and supervision of the Human Resources area. Essential Functions: Essential functions, as defined under the Americans with Disabilities Act, may include, but are not limited to, the following tasks, duties, knowledge, skills and other characteristics. This list is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by incumbents in this class. ESSENTIAL DUTIES AND RESPONSIBILITIES: generally include the following. Other duties may be assigned: ? Responsible for the overall Human Resources function including budgets, equal employment opportunity, counseling, records retention, background verifications, maintaining job descriptions and other matters pertaining to the department. ? Prepares and issues performance evaluations to all school sites for all classified employees and coordinates the administration of the reviews throughout the District. In addition, the person is responsible for evaluating the Human Resources staff on a yearly basis. ? Coordinates and makes recommendations regarding employment needs, job postings, transfers, and serves as a resource on employment issues in dealing with staff and administration. ? Coordinates the procedures of the hiring and staffing for the District with the Human Resources Operational Coordinator. ? Oversees the day-to-day operations for the Human Resources department. ? Counsels associates with regards to career goals with the District and other matters concerning employment status. The person works with site administration, district staff, employees and the associations in regards to District policy issues. ? Serves as a member of the Peoria Unified School District council. ? Coordinates the Long Service Award programs for associates. ? Serves as the Custodian of the Records for the Peoria Unified School District in addition works with the Human Resources Coordinator to maintain the employment records, professional growth programs and issues contracts for certified employees. Also, the issuance of letters of assurance for classified employees for the District. ? A resource for Federal and State employment laws for the District. The person also ensures Federal and State posters are available for the various sites. ? Performs other duties as assigned or required. 6330 W. Thunderbird Road · Glendale, Arizona 85306 P.O. Box 39 · Peoria, Arizona 85380-0039 623.486.6000 · www.peoriaud.k12.az.us KNOWLEDGE AND SKILLS: ? Knowledge of applicable Federal, state, county and city statutes, rules, policies and procedures. ? Knowledge of applicable Peoria Unified School District and departmental policies and procedures. ? Knowledge of employment laws and practices. ? Knowledge of the Human Resources function and how the department interacts with various departments and individuals at all levels. ? Knowledge of Unemployment Compensation Laws, Fair Labor Standards Act, Family Medical Leave Act, the Americans with Disabilities Act and other practices of employment law. ? Skill in communicating both orally and in writing. The person must have the ability to communicate orally making presentations to a variety of employee groups. ? Skill in handling conflict resolutions in a variety of settings with different employee groups and staff ? Skill in team building, managing, motivating and organizing a workforce. ? Skill in establishing and maintaining effective working relations with co-workers, vendors, students, parents, the general public and others having business with the school district. ? Skill in operating a personal computer utilizing a variety of software applications. MINIMUM QUALIFICATIONS: A Bachelor's Degree AND 5 years of experience in a Human Resource setting OR any equivalent combination of experience and/or education from which comparable knowledge, skills and abilities have been achieved. OTHER REQUIREMENTS: ? Must be able to pass a fingerprint and background clearance check. ? May be required to work outside normal working hours. ? Must have, at the time of application, and must maintain a valid Arizona driver's license. ? May be required to travel to perform work functions.

Full-time Description At Axiom Care, we pride ourselves on offering a real path to recovery from addiction to underserved populations such as those with low incomes and the prison re-entry population. We achieve this by offering multiple levels of care along with medical services, evidence-based professional counseling, case management, housing, employment assistance, and more throughout the Phoenix metro area. Job Summary The HR Director oversees all human resources functions for Axiom Care and its non-profit affiliate, Axiom Community of Recovery, ensuring alignment with each organization's mission and regulatory requirements. This role is responsible for developing and implementing HR policies, directing recruitment, compensation, benefits, payroll administration, employee relations, and training programs, while ensuring compliance with state, federal, and tribal employment laws. The HR Director also partners with the credentialing department to ensure onboarding and medical staff processes meet regulatory and accreditation standards. The HR Director reports directly to the Chief Executive Officer (CEO). Duties/Responsibilities Analyzes wage and salary data to design and maintain competitive and equitable compensation and salary administration programs aligned with organizational goals. Oversees full-cycle recruitment, including sourcing, interviewing, testing, selection, and onboarding across all Axiom Care and Axiom Community of Recovery programs and locations. Leads new employee orientation to promote engagement and alignment with company goals and values. Processes payroll for Axiom Care and Axiom Community of Recovery, ensuring accuracy, timeliness, and compliance with all federal and state regulations. Maintains accurate and confidential employee records, including benefits participation, personnel transactions, and required government reporting data. Conducts internal HR compliance audits to ensure personnel, payroll, training, and licensing files meet Joint Commission, AHCCCS, state, and federal standards. Coordinates and delivers management training on interviewing, hiring, performance management, safety, and harassment prevention. Advises management on employee relations matters, ensuring fair, consistent, and legally compliant practices while fostering a positive work culture. Responds to inquiries regarding HR policies, procedures, and employee programs, ensuring consistency and transparency. Collaborates with the Credentialing Department to initiate the credentialing process by obtaining and verifying documentation from medical and clinical providers to maintain accreditation compliance. Oversees employee benefits administration, including health, dental, vision, life, disability, retirement, leave programs, and employee assistance services. Conducts and documents accident investigations, preparing reports for insurance and regulatory agencies. Prepares and monitors the annual HR budget, ensuring fiscal responsibility and strategic resource allocation. Oversees employee separations, prepares documentation, conducts exit interviews, and analyzes data to identify retention trends. Develops and presents reports and recommendations to reduce turnover, absenteeism, and improve engagement. Manages vendor relationships for HR-related services, ensuring contract compliance and cost-effectiveness. Prepares personnel forecasts to project employment needs and support strategic planning. Develops and communicates directives and policies on employment law, compensation, and benefits to department managers. Ensures compliance with federal, state, and tribal employment laws, consulting legal counsel when necessary. Develops and maintains a human resources information system (HRIS) that meets reporting and management needs. Oversees the analysis and maintenance of employment records required by law and organizational policy. Prepares and delivers presentations and reports to executive leadership and government agencies regarding HR policies and practices. Identifies and monitors legal and regulatory requirements affecting HR operations, ensuring continuous compliance. Supports Axiom Care's Culturally and Linguistically Appropriate Services (CLAS) initiatives by promoting inclusive communication, participating in cultural training, and supporting language access efforts. Supervisory Responsibilities Directly supervises employees in the Human Resources Department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Requirements Required Skills/Abilities Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict management skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks and to delegate them when appropriate. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Education and Experience Bachelors degree in Human Resources, Business Administration, or related field required; Masters degree preferred. At least (5) five years of human resource management experience required. Healthcare experience is preferred but not required. PHR, SPHR, SHRM-CP, or SHRM-SCP (or equivalent) highly preferred. Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. Why Join Axiom Care? Benefits: We take care of our team so you can take care of others. Enjoy medical and dental coverage through Banner|Aetna, vision insurance through EyeMed, a 401(k) with employer match through Principal, tuition reimbursement, generous PTO and sick time, and eight paid holidays-plus added perks like life insurance and wellness benefits.

Job Description Responsibilities: Develop and execute HR strategies that support organizational objectives and promote a high-performance culture. Labor Law Expertise particularly around union environments and shift work policies. Clear and effective communication with all levels of the workforce. Ability to solve problems in high-pressure or crisis scenarios like plant shutdowns, labor disputes, etc. Oversee benefits administration to ensure competitive and compliant employee offerings. Manage employee relations by addressing workplace issues, facilitating conflict resolution, and maintaining open communication channels. Ensure compliance with all relevant employment laws and affirmative action requirements. Lead the design and implementation of performance appraisal systems and employee engagement initiatives. Develop and manage total rewards programs including compensation, benefits, and recognition. Create and maintain succession plans to identify and develop future organizational leaders. Provide guidance and support to HR generalists and other team members to ensure consistent HR service delivery. Oversee full-cycle recruiting to attract skilled labor and technical talent. Ensure compliance with federal, state, and local labor laws (e.g., OSHA, FMLA, EEOC). Maintain HR policies, handbooks, and documentation in line with manufacturing regulations. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. 10+ years in HR roles, with at least 3-5 years in a senior leadership role in manufacturing. Professional HR certification such as SHRM-SCP or SPHR. Strong knowledge of employment law, benefits administration, and employee relations. Proven experience with performance appraisal systems and total rewards program management. Demonstrated ability to develop and implement affirmative action and succession planning strategies. Manufacturing HR Experience - deep understanding of the challenges in production environments Experience working in a fast-paced, dynamic organizational environment. Familiarity with HRIS systems and data analytics for HR decision-making. Experience leading diversity, equity, and inclusion initiatives. Ability to lead HR teams and influence plant-level leadership. Preferred Qualifications: Master's degree in Human Resources Management or an MBA with HR focus. Former Experience as a Human Resource Director within a Manuacturing Working environment

Director, DC HR - (24004675) Description GENERAL PURPOSE: The DC HR Director is a leader and partner in all aspects of the HR function and supports the business leaders to design and deliver programs that align with and enable the Supply Chain business objectives. The role is responsible for developing the strategy and identifying people priorities for the business, using metrics and feedback themes to drive actions that positively impact Associate attraction, retention, and engagement in support of bottom line business initiatives. Leads the prioritization of learning, talent and positive Associate relations activities in partnership with other HR team members and HR Services. Supports leaders in creating an inclusive environment where Associates and teams can work at their best. Drives the development and execution of a talent strategy that enables the achievement of business goals and ensuring the identification and development of future leaders, succession planning, and other critical talent processes. The successful DC HRD proactively identifies opportunities to optimize the organization - structure, size, workforce composition - in support of business outcomes. They provide leadership coaching and support team effectiveness efforts through direct and actionable feedback. This role manages and drives multiple HR programs across the network of DCs in a fast paced and complex business environment while building capability within business and support leaders through change. This role assesses and anticipates HR-related needs within the respective DC, communicates needs proactively with Ross HR Partners, HR Management and Centers of Excellence. Responsible for maximum performance execution of HR deliverables. Executes programs including, but not limited to, strategic workforce planning, talent and performance management, skill development, and management training. Provides partnership and support to related functions. Responsible for driving HR process execution and consistency in Supply Chain management while following HR best practices. ESSENTIAL FUNCTIONS:• Oversee, facilitate and guide the Talent Management and Succession Planning processes and serve as a consultant to Business leaders in all areas of Performance Management for assigned business units. Oversee and ensure execution of Performance Management processes with related business partners• In collaboration with HR Information Systems, coordinate, monitor and report out on DC business unit specific relevant HR Metrics• Collaborate with HR Partners (Other HRBPs, DC Payroll & Transactional Talent, Talent Acquisition, Learning and Development, Diversity, Equality & Inclusion and Total Rewards), Legal, and communications to deliver HR solutions that meet business needs and help maintain a positive workplace environment and culture.• Partner with leaders to effectively manage and lead change in the organization, providing the right amount of transparency to Associates and giving leaders the right tools to lead change.• Provide DC specific oversight of the Contingent Labor Vendor's processes and engage when needed to provide high level guidance as a liaison with Operations. Ensure accountability is upheld to all SLAs and contract requirements. Strategize and implement short and long-term labor strategies for production workforce in partnership with Operations, HR COEs, and third-party suppliers to maximize attraction, retention and engagement.• Communication: Maintain productive communication with Production and Support Departments in order to build relationships and guide value added HR support. Collaborate and partner with Corporate HR teams to enable actions that support Supply Chain objectives. Partner with Supply Chain Communications.• Create an environment of continuous improvement in HR and within the business by establishing new approaches, policies, and procedures to continually improve efficiency.• Total Rewards: Work with HRIS and Compensation to research and benchmark competitor wage and nonwage components; partners with Corporate compensation and leaders to execute Focal Process.• Training and Development: Facilitate and guide the DC new associate onboarding process for exempt associates, to include conducting appropriate and approved training programs. Partner and/or deliver soft skills training for management level associates as required, and facilitate other training as necessary.• Works with leaders on initiatives to promote positive Associate relations. Maintain a positive, Pro-Associate culture and work environment.• Guide, influence and initiate the MIT and SIT development initiatives.• Conduct and track exempt level exit interviews and provide appropriate consultation based on feedback to Business Partners.• Associate Relations: Partner with HR Services with investigations; Engage and respond to exempt level unemployment cases and third-party inquiries.• Engagement: Facilitate and/or support HR and engagement-related programs at individual locations such as Open Enrollment, health fairs, associate recognition events (service awards, luncheons, etc.), focus groups, Town Hall meetings, surveys, action planning, and assimilation/team-building.• Support growth in the Supply Chain: assist as necessary in the opening of new Distribution centers across the network, to include development of internal talent for transfer, training external hires, training of HR teams at new DCs. COMPETENCIES:• Collaboration • Developing Talent• Manages Conflict • Business Acumen• Building Effective Teams • Communicates Effectively• Leading by Example • Influence• Ensures Accountability & Execution • Plans, Aligns, & Prioritizes• Organizational Agility • Human Resource Acumen QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:• Bachelor's Degree or Higher• 10 years relevant business unit experience in Human Resources• SPHR(CA) or equivalent professional certification preferred PHYSICAL REQUIREMENTS/ADA:This position requires the ability to work in an office environment, including using a computer, attending meetings, working as part of a team, and the ability to communicate with team members and others. Regular attendance also is a requirement of the position. Job requires occasional travel. This role requires full-time in-office presence, including attending in-person team interaction, meetings and collaboration, client support, mentoring, coaching, and/or feedback. SUPERVISORY RESPONSIBILITIES:HR Representatives DISCLAIMER:This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion. Ross Stores, Inc. is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, disability status, protected veteran status, or any other characteristic protected by law. Primary Location: Arizona-Maricopa-Buckeye-Arizona Distribution CenterWork Locations: Arizona Distribution Center 23255 W Southern Avenue Buckeye 85326Job: Human ResourcesSchedule: Regular Full-time Job Posting: Sep 11, 2024

Director, Human Resources - Strategic Projects & HR Initiatives Build an Aviation Career You're Proud Of At StandardAero, we use our ingenuity and expertise to tackle aviation's toughest challenges - from routine maintenance to the most complex repairs and overhauls. Together, we get the job done and done well. Our stability, resources, and respectful culture give you the tools to grow a meaningful career within a team you can count on for the long term. As one of the world's largest independent Maintenance, Repair & Overhaul (MRO) providers, StandardAero employs more than 8,000 professionals across 55 locations worldwide. We are proud to be a trusted leader in aviation innovation, safety, and performance excellence. The Opportunity Reporting directly to the SVP of Human Resources for our Airlines & Fleets and Military, Helicopter & Energy Divisions, this role offers a unique opportunity to lead key strategic projects across multiple facets of the HR Function. This role is ideal for a strategic HR professional who combines strong business acumen with a passion for project leadership, organizational design, and change management. The Director will serve as an internal consultant and execution partner to senior HR and business leaders within A&F and MH&E, ensuring the effective delivery of Division wide programs and initiatives. Key Responsibilities As a strategic leader with the A&F and MH&E HR team, the HR Director for Strategic Projects and HR Initiatives will: * Spearhead strategic HR projects across diverse business platforms in a complex, global business * Lead cross-divisional, time-sensitive HR and organizational projects with clear milestones and measurable outcomes. * Assess and redesign organizational structures to optimize efficiency, agility, and alignment with business goals. * Lead / collaborate on organizational design efforts across multiple business units * Drive process efficiencies across the HR Function in the A&F and MH&E divisions * Drive operational effectiveness between divisions by streamlining processes and improving collaboration. * Influence HR strategy and processes around business acquisition and integration * Implement change management strategies to support adoption of new processes and organizational structures. * Define and track success metrics for projects and HR initiatives, reporting progress to executive leadership. * Communicate initiatives and changes effectively to stakeholders across the organization. Position Requirements * Education: Bachelor's degree in Human Resources, Business Administration, or related field or equivalent work experience required * Experience: Minimum 10 years of progressive HR experience, including demonstrated success leading enterprise-level projects or transformation initiatives in a complex, global, or matrixed organization * Strategic Capability: Demonstrated ability to design and deliver HR programs that align with long-term business goals and enhance workforce effectiveness * Project Management: Proven success in leading cross-functional projects with strong planning, execution, and stakeholder management * Change Leadership: Expertise in structured change management and communication frameworks that drive adoption and engagement * Analytical Skills: Ability to use data and metrics to assess progress, identify insights, and drive informed decision-making * Collaboration & Influence: Strong interpersonal skills with the ability to influence and partner effectively across all levels of the organization * Communication: Excellent written, verbal, and presentation skills, with the ability to communicate complex ideas clearly and persuasively * Adaptability: Thrives in dynamic, fast-paced environments with multiple priorities * Technology Proficiency: Experience leveraging HRIS, data analytics, and project management tools to optimize HR delivery Why Join Us At StandardAero, we believe our people are the foundation of our success. You'll find a supportive, performance-driven culture that empowers you to make an impact while growing your career. We offer: * Comprehensive healthcare coverage * 5% 401(k) matching * Paid time off and flexible work arrangements * Annual bonus opportunities * Short- and long-term disability coverage * Life and AD&D insurance * Professional development and continuous learning opportunities Join StandardAero - and help shape the strategic initiatives that define the future of our global HR organization. #LI-AD1

Job DescriptionSalary: DOE Harvest Preparatory Academy is seeking a dynamic and experienced Director of Human Resources to lead our HR department. As the Director of Human Resources, you will play a key role in shaping our organization's culture, managing employee relations, and implementing HR policies and procedures to support our mission of academic excellence and student success. Responsibilities: - Develop and implement HR strategies and initiatives aligned with the overall business strategy - Oversee recruitment and selection processes, including sourcing, interviewing, and onboarding new employees - Manage employee relations, including conflict resolution, performance management, and disciplinary actions - Ensure compliance with employment laws and regulations - Develop and administer employee benefits programs - Coordinate professional development and training programs for staff - Maintain HR records and oversee payroll processes - Collaborate with senior management to develop and implement HR policies and procedures - Provide guidance and support to staff on HR-related matters - Lead and mentor HR staff members Qualifications: - Bachelor's or Masters degree in Human Resources, Business Administration, or a related field or Equivalent Experience. - Minimum of 5 years of experience in HR management roles - SHRM-CP or SHRM-SCP certification is a plus - Strong knowledge of employment laws and regulations - Excellent communication and interpersonal skills - Proven leadership and team management abilities - Ability to work effectively in a fast-paced environment - Attention to detail and strong organizational skills

Description Job Opening - Long Shonto Preparatory School Director of Human Resources Purpose The job of Director of Human Resources is established for the purpose of supporting the planning and organization of the school personnel programs including recruitment, selection, employee relations, and retention; planning and directing a variety of human resource functions; ensuring that personnel functions conform to the district, state and federal requirements. This job is distinguished from similar jobs by the following characteristics: incumbents in this class must have previous experience in an administrative position, work within a framework of standard school policies and procedures and Federal, State, and Tribal laws and must be able to provide leadership, present information and manage a flexible schedule. This job reports to Superintendent Application Due: OPEN UNTIL FILLED Anticipated Hire: July 1, 2019 Salary Range: $55,211.00 - $68,261.00 Working Days: 262 Hours Per Day: 8 Position Location: Shonto Preparatory School Application Applicant must submit completed and signed Shonto Preparatory School application. Applicants must submit an application package consisting of the following documents: Cover Letter, Resume, Three (3) Letter of Recommendations, College Transcript and/or High School Diploma, GED Certificate, Arizona Department of Public Safety IVP Fingerprint Clearance Card, First Aid/CPR Certificate, Arizona State Driver's License, Certificate of Indian Blood (if applicable) Selection Process To be considered, application package must be complete. Complete and qualified applicants are submitted to the Superintendent or delegate to schedule interview. Selectee from interviewed pool is recommended for hire and must be approved by Shonto Governing Board of Education, Inc. Background check and adjudication will be conducted on all new hires of Shonto Preparatory School at a cost to the employee. Continued employment will be contingent upon the results of the background check. For more information contact: Human Resources Office Job ID #: 230 Phone: ************** Fax: ************** Email: [email protected] Essential Functions Achieve a standard of excellence with work processes and outcomes for the purpose of honoring school policies and all regulatory requirements. Acts as an advisor to administrators, managers and supervisors on issues related to employee discipline and employment for the purpose of ensuring consistent application of policy. Administers a wide variety of personnel policies and programs (e.g. recruitment, contracts, compensation schedule, orientations, etc.) for the purpose of conforming to school policies, relevant laws, contracts and agreements. Advises the Superintendent on a variety of employment topics/concerns for the purpose of ensuring he/she is current on relevant concerns. Assists other personnel for the purpose of supporting them in the completion of their work activities. Assists Superintendent and staff in selection of new Administrators and/or transfer of existing Administrators for the purpose of ensuring positions are filled by the individual that best meets the needs of the school. Audit department/school sites for the purpose of ensuring human resources practices are implemented as directed by school policy, procedure and/or state/federal regulation. Being helpful, respectful, approachable and team oriented for the purpose of building strong working relationships and a positive work environment. Being receptive to feedback, willing to learn for the purpose of embracing continuous improvement. Collaborates with administrative personnel for the purpose of implementing and/or maintaining services and programs. Collaborates with department supervisors for the purpose of ensuring newly hired employees receive support and orientation to School culture, practices, and policies. Collaborates with other school administrative personnel, at the direction of the Superintendent for the purpose of assisting with applying the Navajo Preference in Employment Act, developing proposals, recommending negotiation strategy. Coordinates and participates in school benefits for the purpose of ensuring communication regarding insurance information/concerns occurs between administration, employees and the provider. Develop, plan and evaluate Human Resource procedures and policies for the purpose of ensuring department is operating effectively and efficiently. Develops staffing proposals for the purpose of meeting school goals within budget considerations. Directs annual production, distribution and payment set-up of wage documents (e.g. contracts, wage notices, letters of assurance) for the purpose of ensuring employees are paid per the wage document and as directed by the Governing Board. Directs certification processes (e.g. notice employees with certification changes/expiration dates/compliance with NPEA/Appropriately Certified) for the purpose of ensuring certified staff are properly certified per state and federal regulation. Directs compensation and benefit programs for the School (e.g. classification of jobs, payment of wage, health insurance, open enrollment, worker's compensation) for the purpose of ensuring the School is in compliance with applicable state and federal regulations. Directs employee background and fingerprint process for the purpose of ensuring School is in compliance with applicable state regulation. Directs employee insurance programs (e.g. medical, dental, vision, voluntary short/long term disability, etc.) for the purpose of ensuring open enrollment, billing and claims, COBRA conversions are processed in a timely and accurate manner. Directs preparation of VISIONS payroll file for the purpose of ensuring payment of wages each pay period. Directs recruitment functions (e.g. development of application, policies, procedures, orientations) for the purpose of ensuring that selection procedures comply with applicable federal and state regulation. Directs workers compensation program for the purpose of ensuring all work related injuries are properly reported, employees receive necessary safety information, medical treatment, and are returned to full work duties as quickly as possible. Implements personnel policies and programs for the purpose of conforming to relevant laws, contracts, and agreements. Interprets Governing Board policies state and federal regulations for the purpose of ensuring School is in compliance with overall human resources practices. Collaborates with Legal Advisor on areas that require legal interpretation. Investigate grievances and/or complaints from employees (e.g. sexual harassment, pay and/or disputes, etc.) for the purpose of reaching resolutions that provide a healthy work environment. Maintains and monitors position control for the School for the purpose of ensuring FTE (Full-Time Equivalent) allocation are within the School budget allocations. Manage day-to-day operations of Human Resources area (e.g. administers methods, systems and procedures) for the purpose of maximizing efficiency. Manages employee health/accommodation requests for the purpose of ensuring a healthy workforce is available to the School. Manages multiple Human Resources database systems (e.g. Time Clock Plus, Visions, Frontline Professional Development, Applitrack, 401K John Hancock, Summit, Inc., SafeSchools, etc.) for the purpose of ensuring systems are functioning, providing accurate/timely information, and performing the intended services. Monitors all employee appraisal processes and teachers on plan for improvement for the purpose of ensuring highly qualified staff are retained by the school in compliance with regulation and policy. Oversees a wide variety of personnel processes (e.g. recruitment selection, hiring, etc.) for the purpose of filling openings with qualified personnel and ensuring compliance with school, state and/or federal requirements. Participates in meetings, workshops, seminars for the purpose of conveying and/or gathering information required to perform functions. Participates as a member of School Administrative Team for the purpose of providing and receiving information and making decisions. Performs other related duties as assigned for the purpose of ensuring the efficient and effective functioning of the work unit. Planning ahead, managing time well, being on time, being cost conscious for the purpose of completing tasks and assignments in an effective manner. Prepares a wide variety of written materials (e.g. reports, memos, letters, policies, district calendar, etc.) for the purpose of documenting activities, providing written reference and/or conveying information. Production of personnel manual for the purpose of ensuring accurate, timely communication on personnel related topics occurs on an on-going basis. Recommends policies, procedures and/or actions for the purpose of providing direction for meeting the school's goals and objectives. Reports incidents to assigned administrator and appropriate agencies (e.g. fights, suspected child abuse, suspected substance abuse, etc.) for the purpose of maintaining students' personal safety of students, providing a positive learning environment and complying with regulatory requirements and established guidelines. Researches a wide variety of information (e.g. recruitment and retention, interviewing, evaluating, supervising, etc.) for the purpose of maintaining adequate staffing, enhancing productivity of personnel and achieving department objectives within budget. Responds to emergency situations for the purpose of resolving immediate safety concerns and/or directing to appropriate personnel for resolution. Responds to inquiries from a variety of sources (e.g. other teachers, parents, administrators, etc.) for the purpose of resolving issues, providing information and/or direction. Supervises personnel record keeping procedures for the purpose of personnel processes are in compliance with School, state, and federal requirements. Job Requirements: Minimum Qualifications Skills, Knowledge and Abilities SKILLS are required to perform multiple, highly complex, technical tasks with a need to periodically upgrade skills in order to meet changing job conditions. Specific skill based competencies required to satisfactorily perform the functions of the job include: planning and managing projects preparing and maintaining accurate records, using pertinent software applications. KNOWLEDGE is required to perform advanced math; review and interpret highly technical information, write technical materials, and/or speak persuasively to implement desired actions; and analyze situations to define issues and draw conclusions. Specific knowledge based competencies required to satisfactorily perform the functions of the job include: excel software program, pertinent codes, policies, regulations and/or laws, working knowledge of school system, human resource practices/regulations. ABILITY is required to schedule a significant number of activities, meetings, and/or events; routinely gather, collate, and/or classify data; and consider a variety of factors when using equipment. Flexibility is required to work with others in a wide variety of circumstances; analyze data utilizing defined but different processes; and operate equipment using a variety of processes. Ability is also required to work with a significantly diverse individuals and/or groups; work with data of varied types and/or purposes; and utilize a variety of types of job-related equipment. Independent problem solving is required to analyze issues and create action plans. Problem solving with data frequently requires analysis based on organizational objectives; and problem solving with equipment is moderate to significant. Specific ability based competencies required to satisfactorily perform the functions of the job include: adapting to changing work priorities, communicating with diverse groups, establishing effective relationships, maintaining confidentiality, meeting deadlines and schedules, setting priorities, working as part of a team, working with detailed information/data. Responsibility Responsibilities include: working independently under broad organizational policies to achieve organizational objectives; providing information and/or advising others; and supervising the use of funds. Utilization of resources from other work unites is often required to perform the job's functions. There is some opportunity to significantly impact the organization's services. Work Environment The usual and customary methods of performing the job's functions require the following physical demands: occasional lifting, carrying, pushing, and/or pulling, some climbing and balancing; some stooping, kneeling, crouching, and/or crawling and significant fine finger dexterity. Generally the job requires 80% sitting, 10% walking, and 10% standing. The job is performed in a generally clean and health environment. Experience:Job related experience within specialized field with increasing levels of responsibility is required. Education:Bachelor's degree or more advanced degree from an accredited college or university. Equivalency:Successful completion of all interviews, background checks, reference checks and fingerprint clearance requirements, and submission of documents and forms required by Shonto Governing Board of Education, Inc. and/or Shonto Preparatory School. Such alternatives to the above qualifications as the Board may find acceptable and appropriate. Required Testing: Certificates and Licenses: None Specified Valid Arizona Driver's License & Evidence of Insurability First Aid & CPR Certificate Education / Training: Clearances: Continuing Professional Development Requirements Valid Arizona DPS IVP Fingerprint Clearance Card CPR & First Aid Certificate Renewal Federal, State, County, Navajo Nation, Sex Offender Background Check Clearance Federal, State, County, Navajo Nation, Sex Offender Background Adjudication FLSA Status Approval Date Salary Grade Exempt, 12 Months - $55,211.00 - $68,261.00 The following policies have been adopted and are reflected in our employment practices: Shonto Preparatory School is an Equal Opportunity Employer/Navajo/Indian Preference in Employment Act Employer. Shonto Preparatory School complies with the Americans with Disabilities Act. Persons who may need some accommodation in the hiring process should contact the human resources office. Shonto Preparatory School requires a successful applicant to provide employment eligibility and verification of a legal right to work in the United States in compliance with the Immigration Reform and Control Act. Shonto Preparatory School is a drug, alcohol and tobacco free workplace.

Human Resources Director A local Christian church is currently looking for a faithful believer to expand and lead our Human Resources department in diverse and valuable initiatives as well as being responsible for day-to-day requirements. This part time role will oversee the hiring and separation process, protect a healthy Christ-centered culture and foster our mission statement, stay up to date on best practices, changing laws, recording and filing rules as well as other HR duties. This position reports directly to the Senior Pastor. The HR Director will provide strategic guidance on recruitment, compensation and benefits, employee relations, and compliance. EXPECTATIONS: - Live an exemplary life modeling the call, character and competencies of a minister of the gospel of Jesus Christ. - Be a servant leader to staff and teams of volunteers, the families and the overall church body. - Be actively attending and an active participant in a Christian church and show spiritually maturity. - Be an exciting and contributing member of the Staff. RESPONSIBILITIES: Strategic HR Leadership - Provide full-cycle HR leadership-recruitment, onboarding, performance management, compensation, benefits, training, and separation-for all staff in collaboration with and under the counsel of the Senior Pastor. - Collaborate with Senior Pastor and Executive team to develop and support an organizational structure that is scalable and aligned with future ministry growth. Forecast staffing needs, review compensation strategies and HR policies to support the church mission statement. Recruitment & Onboarding - Partner with ministry leaders to manage recruitment, interviewing and hiring processes. Create clear job descriptions and performance goals with growth pathways. - Coordinate orientation and onboarding with Executive Team & Supervisors to ensure new hires integrate into the church community and understand its mission. Employee Relations Culture - Champion a healthy workplace culture that reflects biblical values-servant leadership, integrity and grace. - Collaborate with Senior Pastor and Executive Team to ensure timely and accurate reviews; Refine existing employee review policies and procedures with a consistent schedule and metrics. - At the direction of the Senior Pastor & Executive team guide employee relations issues using biblical principles such as Matthew 18 and Ephesians 4. - Conduct investigations when necessary and advise Senior Pastor on disciplinary actions as defined in policy. - When needed, work with staff on communication to congregate(s) regarding concerns and questions. Policy Development & Compliance - Update and enforce HR policies, employee handbooks and standard operating procedures in line with church values and applicable laws. - Oversee background checks for staff and volunteers and ensure confidentiality of sensitive information. - Ensure compliance with federal, state and local employment laws (e.g., FMLA, FLSA, EEO) and oversee annual HR audits. Compensation & Benefits Review & confirm time off including FMLA or MLA. Coordinate annual benefits open enrollment. Work under the guidance of the Senior Pastor to project compensation increases. Under the direction of the Senior Pastor conduct market analysis to define competitive salary structures and recommend pay and/or benefit adjustments. Work with insurance brokers to maintain competitive benefits and project changes for annual budget reviews. Training & Development - As needed and in collaboration with the Executive Team oversee compliance training or other staff development projects. - Coach new team members on performance reviews, conflict resolution procedures; maintain employee evaluation processes. - Support ministry-specific compliance training such as CPR, child safety and volunteer management. HR Systems & Records - Maintain HRIS platforms for timekeeping, benefits enrollment and applicant tracking. - Ensure accurate record retention systems for HR documents, performance evaluations and compensation analyses. Maintain all records in compliance with data privacy laws. QUALIFICATIONS: - Education: College-level undergraduate degree; additional education is preferred. - Experience: Minimum of 7 years in Human Resources or equivalent experience; with a proven background in creating policies and procedures as well as being knowledgeable with performance reviews and resolution. - Ability to work flexible hours (including some weekends) to support major church events and services when needed. - Spiritual: Personal relationship with Jesus Christ, with evidence of spiritual maturity and a desire to grow in faith. Demonstrates servant leadership, integrity and a commitment to modeling biblical values in the workplace. Compensation: $36.00 per hour and 24 hours per week or under. Need to have a statement of faith sent in thru application. #ZR

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

Summary/Objective Provide overall direction of the human capital resources of the District within the guidelines of the Governing Board and Superintendent. Plan, direct, or coordinate operational activities at the highest level of management with the help of staff manager(s). Work in collaboration with the organization's executive cabinet. Essential Functions Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions: * Respond to all internal and external customers, as it relates to the job, in a prompt, efficient, friendly, and patient manner. * Analyze operations to evaluate performance of District functional areas in meeting strategic objectives or to determine areas of potential cost reduction, program improvement or policy change. * Direct human resource functions at the District-level including recruitment, staffing, classification and compensation, policies and procedures, compliance, leave programs, workplace accommodations, employee performance management program, training, benefits, records management, substitute teacher program, and employee relations. * Direct the day-to-day operations of the Human Resources Department and its work products, including annual staff work calendars, wage schedules, employment contracts and at-will notices of employment, employee handbook, annual state reports, mandatory employee training, and staff certification. * Advise managers on District policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes; serve as a member of the Title IX team. * Advise administrators and managers on matters involving employee discipline, job performance, accommodations, employee duties and assignments. * Perform staffing duties, including dealing with understaffing, disputes, investigating complaints and issues, and administering disciplinary procedures. * Analyze and propose changes to District compensation schedules to establish competitive programs and ensure compliance with legal requirements. * Represent the organization at personnel-related hearings and investigations. * Prepare and/or present information or reports for staff, the Governing Board, and others concerning activities, proposals, government statutes or rulings, or other items affecting District or department services. * Monitor changes in statutes and laws; implement appropriate changes in policies, practices and procedures to ensure compliance. * Administer the District's grievance procedure. * Lead and participate in committees, as assigned, to include the Classroom Site Fund Committee. * Oversee other departments or functional areas of the organization, as assigned including school counselors. * Consult with District legal counsel on personnel and other matters, as appropriate. * Maintain the confidentiality of protected student and staff member information even after no longer employed. * Perform related duties as assigned in a safe and prudent manner. Other Duties This job classification is not a comprehensive listing of duties, responsibilities, or activities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Skills, Knowledge and Abilities * Skill in communicating with others to convey information effectively. * Skill in developing constructive and cooperative working relationships with others, and maintaining them over time. * Skill in identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. * Skill in using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. * Skill in considering the relative costs and benefits of potential actions to choose the most appropriate one. * Skill in providing guidance and direction to subordinates, including setting performance standards and monitoring performance. * Skill in identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. * Skill in researching and understanding the implications of new information for both current and future problem-solving and decision-making. * Knowledge of business and management principles involved in strategic planning, resource allocation, human resources, leadership technique and coordination of people and resources. * Knowledge of laws, regulations and procedures applicable to the position. * Ability to evaluate and analyze complex data and prepare accurate, timely reports. * Ability to present facts and recommendations in a clear, concise, logical manner, verbally and in writing to the Governing Board, subordinates, other district staff and the public. * Ability to simultaneously manage a department and multiple projects, using good judgment to prioritize work. * Ability to define problems, collect data, establish facts and draw valid conclusions. * Ability to write reports, business correspondence and procedure manuals. * Ability to maintain a high level of confidentiality. * Ability to use, with a high level of proficiency, Microsoft Office Suite, Google docs and spreadsheets, and all other financial, business and human resources software required to successfully perform job functions. * Ability to operate most standard office equipment. Supervisory Responsibility This position has supervisory responsibilities. Work Environment This job operates in a professional office setting at the district office. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. * Constantly required to communicate, detect, converse with, discern, convey, express oneself, and exchange information with others * Constantly required to detect, determine, perceive, identify, recognize, judge, observe, inspect, estimate, and assess details as needed to complete job functions * Regularly required to remain stationary, type, and focus on a computer screen for long periods of time * Regularly required to be mobile * Occasionally required to move, transport, position, put, install, and remove items up to 10 pounds as needed Position Type/Expected Hours of Work This is an exempt, 12-month, full-time position. Employee will regularly need to work extended hours to meet deadlines. Occasional travel to conferences, with overnight stays, may be required. Required Education and Experience * Master's or more advanced degree in Human Resources, Business Administration, or related field from an accredited educational institution, and * A minimum of seven years of professional human resources experience, and * A minimum of three years' supervisory experience, or * Any equivalent combination of education and job-related experience that would allow the incumbent to successfully perform the essential functions of the job. Preferred Education and Experience * Experience working in school human resources * Certification as a human resources professional through Society for Human Resource Management and/or HR Certification Institute Required Certifications/Licenses Valid driver's license Work Authorization/Security Clearance Must be able to pass a criminal background check and obtain a Fingerprint Clearance Card with an IVP number through the Arizona Department of Public Safety.

The isolved HR Consultant is responsible for identifying, evaluating, and resolving HR related issues for customers and provide support to customer projects. HR Consultants are the backbone of the department, performing most customers' deliverables. Enhanced knowledge of isolved functionality is required. Level II is dependent upon ability to take on more complex projects, heightened communication and time management skills, and department need. Core Job Duties * Manage a queue of inquiries/requests/projects in support of the Defined HR team/clients. * Provides client support advising on HR topics received via on‐demand phone and email support. * Know when to escalate complex situations to HR Business Partners or Senior HR Consultants. * Identify legal and governmental reporting regulations affecting HR practices and ensuring that customer policies, procedures and processes are in compliance. * Maintain working knowledge of multi‐state employment law compliance to best serve all isolved clients. * Draft customer position descriptions and employee handbooks; participate in client meetings for same. * Support clients and/or HR Business Partners on projects such as HR compliance audit for Elite customers, FLSA and Independent Contractor Analyses, etc. * Communicates efficiently and effectively with all stakeholders over the phone, via email, using Microsoft Teams, etc. * Maintain total confidentiality with customer and company information. * Work toward continuous quality improvement. * Stay current with changing technology, including software programs. · Uphold, support, and promote all company policies and procedures. Minimum Qualifications * Proficient in multi‐jurisdictional HR compliance. * Proven effective oral and written communications skills. * Strong skills in using Microsoft Office applications (particularly Excel and Word) and Adobe Flyer. * Have excellent customer service and relationship‐building skills. Be professional and approachable, with the ability to provide quality customer service to multiple diverse work groups. * Have strong time management skills. Able to handle multiple priorities simultaneously. Must be able to handle disruptions without allowing them to affect delivery of quality and timely services. * Be detail‐oriented, accurate, organized, and proficient in professional communications. * Be a self‐starter and collect and analyze data, as well as problem solve in a fast‐paced environment. * Bachelor's degree (B. A.) from four‐year college or university; and a minimum of two (2) years' related HR Generalist experience and/or training for HR Consultant I and three (3) to five (5) years related HR Generalist experience and/or training for HR Consultant II; or equivalent combination of education and experience. * PHR and/or SHRM‐CP - strongly desired. * Typically requires a minimum of 6+ years of related experience. About isolved isolved is an employee experience leader, providing intuitive, people-first HCM (Human Capital Management) technology. Our solutions are delivered directly or through our partner network to more than five million employees and 145,000 employers - who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, seamlessly connects and manages the employee journey across talent management, HR & payroll, workforce management and engagement management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow. For more information, visit ******************* EEO Statement isolved is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. isolved is a progressive and open-minded meritocracy. If you are smart and good at what you do, come as you are. Disability Accommodation Visit ************************** for more information regarding our incredible culture and focus on our employee experience. Visit ************************* for a comprehensive list of our employee total rewards offerings. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions outlined above.

Manage and coordinate the company's human resources operations and compliance functions across sub-functions such as recruitment, training and talent development, compensation and benefits, organization development, and employee relations to meet co Formulate HR operational excellence practices across the organization to deliver value added service to management and employees that reflect the business objectives of the organization effectively and efficiently. Formulate HR operational excellence practices across the organization to deliver value added service to management and employees that reflect the business objectives of the organization effectively and efficiently. Lead, implement and improve the processes and policies with regards to the HR transformation and drive changes, always on a lookout for new opportunities to digitalize and streamline the processes. EXPERIENCE General Experience Experience enables job holder to deal with the majority of situations and to advise others (Preferred over 5 to 10 years). Regional or global experience is mandatory for this role (Preferred over 2 to 3 years). Managerial Experience Experience of supervising and directing people and other resources to achieve specific end results within limited timeframes (Preferred over 3 years). Candidates must be within 250 miles of an APL Logistics facility or office. The typical starting salary range for this position is: $98,280 - $140,400. The actual salary offer will take into account multiple factors including skills, experience, and location. Please note that the salary details listed in role postings reflect the base salary only, not total compensation, which includes bonus and benefits. Candidates are eligible for the following benefits: • PTO • 6 days sick time • 9 paid holidays • 1 paid "Personal Holiday" • Company Bonus Plan • 401(K) SAVE Plan • Annual Fixed Contribution • Medical, Dental, Vision, and Life & Disability coverage • Voluntary Benefits • Accident/Critical Illness/Hospital Indemnity Benefits • Tuition reimbursement and student loan assistance • Employee Assistance Program (EAP) • Health Savings Account (HSA) with employer funding and wellness incentives • Flexible Spending Account (FSA) • Employee Referral Program RESPONSIBILITIES Regulatory & Compliance Management Ensure HR activities comply with both company's SOPs and local regulations. Identify patterns of non-compliance with the organization's SOP with relevant regulatory codes and codes of conduct, taking appropriate action to report and resolve these and escalate as appropriate. Support HRBP in NAVEX, investigations and audits. Oversee documentation and managing responses to HR audits (JSOX etc.). Liaise with HRBP to draft and update SOPs. HR Systems Administration & Governance Oversee and work with HRBP to standardize payroll systems across the region (i.e. centralization). Ensure all employee information are maintained timely and accurately. Work with HRIT to ensure data security and privacy. Participate in projects that streamline and enhance the systems functionality; work closely with HRBP on new requests, identify operational needs and data migration projects. Lead implementation and roll-out of HR systems; manage the impact of changes made to HR processes and systems with stakeholders. Evaluate effectiveness of HR systems and processes against requirements, objectives and user needs. Conduct Request for Proposal (RFP) processes for HR systems. Evaluate available HR systems and vendors to recommend suitable options. HR Data Analytics, Insights & Reporting Prepare monthly reports on HR metrics to the Director/Senior Director. Keep abreast of local and global HR trends and developments to provide further benchmarking insights on data analysis outcomes. Derive relevant insights from analysis and recommend enhancements to the organization's HR practices taking into consideration the business context and operating environment. Resolve data availability and data quality challenges. Review and regularly report on HR budget performance, including budget variance analysis and forecasting. Continuous Improvement Measure and monitor HR KPIs, support continuous improvements at regional level. Gather inputs on effectiveness of HR processes and identify areas for improvements. Recommend improvement opportunities to HR processes and corresponding HR policies. Train HR Operations team and line managers on changes in technology, systems and processes. Implement HR transformation programs to improve the effectiveness of HR service delivery and cost efficiency for the organization. Stakeholders Engagement Liaise with various stakeholders (HRIT, GR, DE&I, country and corporate level) with the HRBP. Consolidate data and inputs from corporate function and at regional level. E.g. Annual compensation review. Implement and support BCPs such as COVID-19 reporting, activating work- from-home, managing return-to-office etc.

At Watermark Retirement Communities, we've been a trusted leader in senior living for over 30 years, driven by our commitment to building an innovative, compassionate culture for both residents and associates. When you step into one of our communities, you'll immediately feel the difference-a genuine atmosphere of connection, care, and belonging. We call it "Creating Ripples." Join our forward-thinking team where every day you're empowered to slow down, find purpose in each moment, and make meaningful impacts that ripple across lives. At Watermark, we celebrate life, stories, and the incredible human connections that make us stronger together. We take pride in our talented, compassionate associates and value the unique contributions each person brings. Be part of something bigger-help us shape culture, one story at a time. We are looking for a unique person with a unique combination of skills. For us the right candidate will have expertise in AP/AR/Billing and payroll and in addition to the day to day operations of the business office will also have the skills and experience in Human Resources to on board new associates, administer benefits, orientation and understanding and upholding employee law. If you have this unique set of skills and are looking to work with a great company in a beautiful community, we would like to hear from you! This is an incredible opportunity for an experienced Accounts Receivable/Accounts Payable and Human Resources. If your experience and passion fit our criteria, we invite you to apply to this ad. Job Requirements Degree in Accounting, Finance or related field preferred Medicaid billing experience may be required based on state acceptance 2-4 years' experience in a financial role in a Senior Housing Setting preferred Excellent organizational Experienced Human Resource leader Comfortable with the state labor laws Must have payroll experience Computer and systems literate Proven leader What you will get from us: Comprehensive orientation and on-boarding program State of the art systems and tools Excellent benefits Great work environment Watermark Retirement Communities, Inc, is an equal opportunity employer, Minority/Female/Disability/Veteran/LGBTQ/Sexual Orientation/Gender Identity or Expression-proudly embracing diversity in all of its manifestations Watermark Retirement Communities, Inc. is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any associate at Watermark or its affiliates via-email, the Internet or in any form and/or method without a valid written search agreement in place for this position will be deemed the sole property of Watermark Retirement Communities, Inc. No fee will be paid in the event the candidate is hired by Watermark as a result of the referral or through other means.

ARIZONA DEPARTMENT OF CORRECTIONS, REHABILITATION & REENTRY Our mission is to enhance public safety across Arizona through modern, effective correctional practices and meaningful engagements. The Arizona Department of Corrections, Rehabilitation and Reentry (ADCRR) is committed to creating a safe, secure, and humane correctional system. With public safety top of mind, ADCRR and its more than 8,000 officers and professional staff are driven by a heart for public service and a commitment to deliver perfect effort each day. ADCRR is redefining itself as an agency whose daily work centers on transparency, accountability, and fairness. DEPUTY CHIEF HUMAN RESOURCES OFFICER Job Location: Address: Training and Personnel Division 1831 West Jefferson Street Phoenix, Arizona 85035 ************************** Posting Details: Salary: $114,000.00 Grade: 26 Closing Date: 10/24/2025 Job Summary: The Arizona Department of Corrections, Rehabilitation & Reentry seeks a proactive and qualified leader capable of influence to serve as the Deputy Chief Human Resource Officer (DCHRO) within the Training & Personnel Division. The DCHRO effectively manages staff deployment to ensure the right talent is in place to meet our goals across the Talent Acquisition, HR Operations, Equal Opportunity Unit, and Classification & Compensation units. The DCHRO engages with key external organizations, including the Federal Equal Employment Opportunity Commission (EEOC), the Department of Labor, Personnel Board members, and the Governor's Office of Equal Opportunity. This role will be responsible for developing new insights to facilitate the modernization of HR practices and procedures in a multi-site, statewide work environment. The ideal candidate will be a proven HR practitioner with excellent interpersonal and leadership skills capable of driving results and managing large, diverse teams. Job Duties: -Meets with HR Unit Administrators to discuss issues and provide direction, leadership, advice, guidance, and counsel -Researches and provides guidance on complex personnel issues to include: corrective discipline, Personnel Board appeals, work-related performance issues, medical/psychological barriers, employee grievances, employee organizations, solicitation requests, labor laws, FMLA, and Americans with Disabilities Act (ADA), and return to work programs. -Attends various meetings at all organizational levels -Represents the agency outside the organization with entities such as the Federal EEOC, the Department of Labor, the Department of Justice, the Veterans Administration, the Attorney General's Office, the Personnel Board members, the Risk Management, the Arizona Civil Rights Division, and the Governor's Office of Equal Opportunity -Communicates and provides recommendations to the Executive Team, Wardens, and Administrators on extremely confidential matters such as disciplinary actions, Personnel Board actions, discrimination, ACRR workforce demographics, administrative and criminal investigations, legal actions, etc. -Develops action/implementation plans -Prepares complex analyses and reports -Develops and revises policies and procedures, forms, processes, and reports related to the area of operation -Develops and maintains unit budgets within ADCRR operating guidelines -Recommends goals and objectives for the Division's strategic plan -Approves purchase requests and maintains inventory in accordance with agency policy -Other duties as assigned and related to the position -Drives on State business Knowledge, Skills & Abilities (KSAs): Knowledge of: -Federal and state laws and regulations pertaining to discrimination and equal opportunity -Federal and state judicial systems -Principles and practices of administration, management, and supervision -ADOA Personnel Rules, policies, and procedures -State and National information resources -Correctional Officer Retirement Plan (CORP) and all laws pertaining to CORP -Arizona State Retirement Plan (ASRS) and all laws pertaining to ASRS -Investigative techniques and employee rights -Problem resolution and ability to mediate/facilitate discussions -Planning concepts -Training techniques -Personal computers and various software applications Skill in: -Administrative, managerial, supervisory leadership to include: feedback, coaching, and guidance of others -Written and verbal communications -Public speaking -Mediation and facilitation -Establishing and maintaining interpersonal relationships -Applying time management -Organizational techniques/methods -Delegating, training, and team building -Decisiveness and decision making Ability to: -Compose legal agreements and position statements -Speak publicly to address management, community, and employee groups -Design, develop, and deliver policy and ER training initiatives -Analyze ER issues and trends; diagnose root causes and develop recommendations for corrective strategies -Provide sound, legal, and fair recommendations -Remain calm and professional during intense/emotionally charged discussions -Learn, interpret, and apply ADOA and ADCRR policies and procedures Selective Preference(s): -Bachelor's degree or higher in human resources or related field from an accredited college or university, SPHR or PHR certification -HR management experience, including managing a group of HR professionals across multiple HR functions -Background in employment dispute resolution with specialized training in mediation/alternative dispute resolution techniques -Extensive knowledge of the ADA, FMLA case management of Industrial injuries, and EEO requirements and reporting -Professional personnel management work for three to five years Pre-Employment Requirements: If this position requires driving or the use of a vehicle as an essential function of the job, then the following requirements apply. Any employee operating a motor vehicle on State business must possess and retain a current, valid class-appropriate driver's license, complete all required training, and successfully pass all necessary driver's license record checks. The license must be current, unexpired, and neither revoked nor suspended. Employees who drive on state business are subject to driver's license record checks, must maintain acceptable driving records, and must complete all required driver training. An employee who operates a personally owned vehicle on state business shall maintain the statutorily required liability insurance (see Arizona Administrative Code (A.A.C.) R2-10-207.11). Employment is contingent on the selected applicant passing a background investigation. In an effort to maintain a safe environment, all employees are required to take a Tuberculosis (TB) test during their New Employee Orientation and every year thereafter. All newly hired State employees are subject to and must successfully complete the Electronic Employment Eligibility Verification Program (E-Verify). Benefits: We offer an excellent and affordable comprehensive benefits package to meet the needs of our employees: - Vacation and sick days with 10 paid holidays per year - Paid Parental Leave-Up to 12 weeks per year paid leave for newborn or newly-placed foster/adopted child (pilot program). - Robust and affordable insurance plan to include medical, dental, life, short-term and long-term disability options - Exceptional retirement program - Optional employee benefits such as deferred compensation plans, credit union membership, and a wellness program - An incentivized commuter club and public transportation subsidy program Learn more about the Paid Parental Leave pilot program here. For a complete list of benefits provided by The State of Arizona, please visit our benefits page Retirement: Positions in this classification participate in the Arizona State Retirement System (ASRS). Enrollment eligibility will become effective after 27 weeks of employment. Current ADCRR Employees: Consult with your respective Human Resources Liaison if you are in a different retirement plan than the one indicated above. Contact Us: The State of Arizona is an Equal Opportunity/Reasonable Accommodation Employer. Persons with a disability may request a reasonable accommodation such as a sign language interpreter or an alternative format by calling **************. Requests should be made as early as possible to allow sufficient time to arrange the accommodation.

Human Resources Director A local Christian church is currently looking for a faithful believer to expand and lead our Human Resources department in diverse and valuable initiatives as well as being responsible for day-to-day requirements. This part time role will oversee the hiring and separation process, protect a healthy Christ-centered culture and foster our mission statement, stay up to date on best practices, changing laws, recording and filing rules as well as other HR duties. This position reports directly to the Senior Pastor. The HR Director will provide strategic guidance on recruitment, compensation and benefits, employee relations, and compliance. EXPECTATIONS: - Live an exemplary life modeling the call, character and competencies of a minister of the gospel of Jesus Christ. - Be a servant leader to staff and teams of volunteers, the families and the overall church body. - Be actively attending and an active participant in a Christian church and show spiritually maturity. - Be an exciting and contributing member of the Staff. RESPONSIBILITIES: Strategic HR Leadership - Provide full-cycle HR leadership recruitment, onboarding, performance management, compensation, benefits, training, and separation for all staff in collaboration with and under the counsel of the Senior Pastor. - Collaborate with Senior Pastor and Executive team to develop and support an organizational structure that is scalable and aligned with future ministry growth. Forecast staffing needs, review compensation strategies and HR policies to support the church mission statement. Recruitment & Onboarding - Partner with ministry leaders to manage recruitment, interviewing and hiring processes. Create clear job descriptions and performance goals with growth pathways. - Coordinate orientation and onboarding with Executive Team & Supervisors to ensure new hires integrate into the church community and understand its mission. Employee Relations Culture - Champion a healthy workplace culture that reflects biblical values servant leadership, integrity and grace. - Collaborate with Senior Pastor and Executive Team to ensure timely and accurate reviews; Refine existing employee review policies and procedures with a consistent schedule and metrics. - At the direction of the Senior Pastor & Executive team guide employee relations issues using biblical principles such as Matthew 18 and Ephesians 4. - Conduct investigations when necessary and advise Senior Pastor on disciplinary actions as defined in policy. - When needed, work with staff on communication to congregate(s) regarding concerns and questions. Policy Development & Compliance - Update and enforce HR policies, employee handbooks and standard operating procedures in line with church values and applicable laws. - Oversee background checks for staff and volunteers and ensure confidentiality of sensitive information. - Ensure compliance with federal, state and local employment laws (e.g., FMLA, FLSA, EEO) and oversee annual HR audits. Compensation & Benefits Review & confirm time off including FMLA or MLA. Coordinate annual benefits open enrollment. Work under the guidance of the Senior Pastor to project compensation increases. Under the direction of the Senior Pastor conduct market analysis to define competitive salary structures and recommend pay and/or benefit adjustments. Work with insurance brokers to maintain competitive benefits and project changes for annual budget reviews. Training & Development - As needed and in collaboration with the Executive Team oversee compliance training or other staff development projects. - Coach new team members on performance reviews, conflict resolution procedures; maintain employee evaluation processes. - Support ministry-specific compliance training such as CPR, child safety and volunteer management. HR Systems & Records - Maintain HRIS platforms for timekeeping, benefits enrollment and applicant tracking. - Ensure accurate record retention systems for HR documents, performance evaluations and compensation analyses. Maintain all records in compliance with data privacy laws. QUALIFICATIONS: - Education: College-level undergraduate degree; additional education is preferred. - Experience: Minimum of 7 years in Human Resources or equivalent experience; with a proven background in creating policies and procedures as well as being knowledgeable with performance reviews and resolution. - Ability to work flexible hours (including some weekends) to support major church events and services when needed. - Spiritual: Personal relationship with Jesus Christ, with evidence of spiritual maturity and a desire to grow in faith. Demonstrates servant leadership, integrity and a commitment to modeling biblical values in the workplace. Compensation: $36.00 per hour and 24 hours per week or under. Need to have a statement of faith sent in thru application. #ZR