Director of human resources jobs in Catalina Foothills, AZ - 274 jobs

Our client is building a semiconductor facility in North Phoenix and seeking a seasoned HR professional with extensive knowledge in immigration in the manufacturing industry. This Global Mobility Manager will support enterprise-level programs, to develop and implement immigration and global mobility programs. The role will support our visa-sponsored associate processes and future international relocation programs. Assists and leads in developing, coordinating, and managing relationships for assigned, broad complex initiatives and HR programs. Recommends updates and changes to related policies and procedures. Responsible for ensuring consistent communication between internal and external HR parties, including vendors and business partners, in order to streamline program activities and achieve success. Responsibilities Partner with consulting firms and HR to develop international transfer program that includes short and long-term assignments across countries. Collaborate with corporate partners to manage all aspects of international assignments, including visa preparation, the development of assignment offers and relocation package. Serve as the primary point of contact for employees undergoing international assignments and relocation, offering guidance and support throughout the assignment. Partner with internal departments, HRBPs, Staffing, Benefits, and Payroll to provide clear communication and successful support to the associate. Provide advice on international employee mobilization topics, creating and building knowledge in our global mobility information repository. Work closely with external vendors to ensure exceptional quality and service to employees and maximize cost efficiencies. Coordinate internal transfer requirements for permanent associate transfers between countries. Partner with HRBPs, staffing, payroll, benefits, tax partner, and HRIS to ensure success. Requirements Bachelor's degree in Human Resources, Business or a related field. Advanced experience with global mobility and immigration visas. Working knowledge of immigration program management in a manufacturing environment Knowledge of global immigration, including experience with development and management of international transfer program - short/long term assignments and all implications. Ability to train and coach others on immigration practice and procedures, review work, and prepare training documents. Proven history of managing projects, meeting deadlines, and producing and presenting excellent deliverables. Intermediate experience with MS Office, specifically the ability to conduct data analysis using Excel.

Exempt Oldcastle Infrastructure™, a CRH company, is the leading provider of utility infrastructure solutions for the water, energy, and communications markets throughout North America. We're more than just a manufacturer of precast concrete, polymer concrete, or plastic products. We're a trusted and strategic partner to engineers, contractors, distributors, specifiers, and more. With our network of more than 80 manufacturing facilities and more than 4,000 employees, we're leading the industry with innovation and a safety-first mindset. Job Summary Oldcastle Infrastructure is searching for a strategic and results oriented HR Manager to strengthen our business by maximizing human capital. Reporting directly to the Regional HR Director in this newly created and critical role you will act as a trusted advisor and business partner to your area General Manager, ensuring we have the right talent in place at each of our plant locations while driving engagement and career development for our team members. As a key contributor to our People strategy you will utilize business acumen to drive staffing decisions which directly improve our bottom line. Additionally, you will counsel leaders as a trusted advisor on performance management and employee relations matters. We are a fast-paced, growing organization where those that are highly motivated and driven to results will have significant opportunity to succeed and advance in the HR function. Job Location This position will be based on site at our facility in Phoenix, AZ. Job Responsibilities Lead and participate in key projects to drive HR strategies and improve our business that align to business strategic imperatives Ensure 100% compliance through consistent application and integration of policies, procedures and best practices Influence and communicate with all levels of the organization, from Production team members to Senior Leadership Serve as a coach to Area General Managers and Front-Line Leaders Ensure employee relations issues are properly identified, reported, investigated and resolved Promote a positive work culture by driving team engagement initiatives and employee advocacy Lead key HR processes including compensation, merit and bonus planning Facilitate talent reviews and performance management processes using contemporary tools & processes Work collaboratively with Union leadership (where applicable) to maintain positive relations Responsible for compensation planning, including annual merit & bonus process Critical Leadership Competencies Results oriented Fact-Based decision making Coach & Developer of others Effective Communicator Project Management Business acumen Ability to manage competing priorities Team Builder Ability to work in ambiguity Job Requirements Bachelor's Degree in Human Resource Management, Business, or a related field with 3+ years in Human Resources Business Partner or Management role What CRH Offers You Highly competitive base pay Comprehensive medical, dental and disability benefits programs Group retirement savings program Health and wellness programs An inclusive culture that values opportunity for growth, development, and internal promotion About CRH CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization. If you're up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest! Oldcastle Infrastructure, a CRH Company, is an Affirmative Action and Equal Opportunity Employer. EOE/Vet/Disability CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.

HR Business Partner II - Distribution Center Make an Impact Where People Matter Most! At DHL eCommerce, we believe our people are the heart of our success. As an HR Business Partner, you'll work side-by-side with operational leaders to create a workplace where employees feel valued, supported, and empowered. Your mission? Drive HR programs that fuel business results while fostering a positive, employee-friendly environment. What You'll Do You'll be the go-to HR expert at the Distribution Center, ensuring smooth operations and a great employee experience. Your responsibilities will include: Talent Acquisition & Onboarding Recruit, interview, and hire top talent for open positions. Lead recruiting initiatives like onsite hiring events, job fairs, and agency partnerships. Conduct engaging new hire orientations and manage onboarding processes. Employee Relations & Compliance Be a trusted resource for employees and leaders, ensuring fair and consistent application of policies. Assist with employee relations investigations and escalate when needed. Maintain accurate records, audits, and compliance with HR standards. Compensation, Benefits & Recognition Manage performance reviews and merit processes for hourly employees. Support pay structure changes and resolve payroll issues. Coordinate benefits enrollment and lead monthly recognition programs. Employee Engagement Champion open communication and collaboration across all levels. Drive engagement initiatives like Employee Opinion Surveys and improvement programs. Stay visible and approachable-your presence matters! Safety & Compliance Monitor HR-related compliance (OSHA, postings, etc.) and maintain safety logs. Prepare and submit safety reports and ensure ID badge compliance. What You Bring Bachelor's degree in HR or related field preferred; HR certification a plus. 2-4 years of progressive HR experience in recruitment, employee relations, performance management, or safety. Strong communication skills and ability to prioritize in a fast-paced environment. Proficiency in Microsoft Office Suite. Ability to work flexible hours, including early mornings or evenings as needed. Why Join DHL eCommerce? We're not just offering a job-we're offering a career you'll love. As a Top Employer and global leader in logistics, we provide benefits and incentives that support your personal and professional well-being: Competitive Pay + Bonus Programs 401(k) with Company Match Comprehensive Medical, Dental & Vision Plans Tuition Reimbursement Paid Time Off + Paid Holidays Paid Parental Leave Employee Discounts & Assistance Programs Life Insurance, Disability Coverage, and more Equal Opportunity Employer - Veterans/Disability

Desert Services is a fast-growing, 25-year site-services provider to Arizona's construction industry. We're the one-stop shop for SWPPP, temporary fencing, portable toilets, roll-off containers, street sweeping, water trucks (dust control), and site cleaning. Join our team as we continue to invest in our people, our equipment, and technology to scale. If you bring a strong work ethic and a growth mindset, you'll do great things here. Role Summary The Human Resources Manager leads and executes all HR functions for Desert Services with a balanced focus on Compliance (40%), People Operations (30%), and Recruiting (30%). Working in a construction/trucking services environment, this role partners with leadership, field teams, and key vendors to ensure regulatory compliance, strengthen a safety-first culture of accountability, and drive effective talent acquisition. This is a hands-on, highly visible role requiring strong judgment, executive-level communication skills, attention to detail, and the ability to independently manage projects from start to finish. Compensation & Benefits: Salary: $100k-$120k, based on experience Bonus opportunity Medical, dental, and vision 401(k) Company provided short & long-term disability coverage Education reimbursement PTO & paid holidays Requirements: Compliance (40%) Develop and maintain the HR compliance framework, including policy governance, training schedules, internal audits, documentation standards, and corrective action plans. Ensure compliance with federal, state, and local requirements (FLSA, ADA, FMLA, AZ employment laws). Partner with HR vendors to coordinate incident/accident response, investigations, and corrective actions; ensure documentation accuracy. Oversee DOT/FMCSA HR requirements: driver qualification files, MVR reviews, clearinghouse queries, medical card tracking, and drug/alcohol testing coordination. Conduct routine I-9/E-Verify self-audits; ensure proper classification and wage/hour compliance. Lead HR governance with various HR function vendors, including payroll accuracy, benefits administration, policy alignment, and service/audit reviews. Manage responses to regulatory, customer, or partner compliance inquiries. Requirements: People Operations (30%) Advise leadership on performance management, investigations, employee relations, separations, and organization design. Develop and track employee and manager training (anti-harassment, compliance refreshers, supervisory skills, HR fundamentals, etc.). Improve and maintain workflows for onboarding, HRIS accuracy, payroll inputs, personnel file management, and metrics dashboards. Communicate policies and expectations clearly to both office and field employees. Requirements: Recruiting (30%) Lead full-cycle recruiting for all positions: planning, sourcing, screening, interviewing, offers, and onboarding handoff. Build pipelines for field roles through referrals, community partners, trade programs, and focused local advertising. Ensure a positive candidate experience while improving time-to-fill and 90-day retention benchmarks. Manage staffing agency relationships selectively and cost-effectively. Perform additional HR projects as needed. Qualifications HR experience within construction and/or trucking/transportation preferred; strong understanding of field operations and compliance. Demonstrated experience in HR compliance, audits, documentation standards, and corrective action planning. Executive-level communication and professional presence; able to influence and coach leaders. Self-starter with strong ownership mentality and ability to operate with minimal direction. Excellent written and verbal communication with strong interpersonal and conflict-resolution skills. High integrity, professionalism, and confidentiality. Exceptional organization, detail orientation, time management, and analytical problem-solving. Ability to manage multiple priorities in a fast-paced environment. Education / Experience: Bachelor's degree in Human Resources, Business Administration, or equivalent experience. SHRM-CP/SCP or PHR/SPHR preferred. Working knowledge of OSHA interaction (with Safety/PEO), DOT/FMCSA requirements, wage & hour, leave laws, and Arizona employment regulations. Experience with PEO administration, HRIS, E-Verify, FMCSA Clearinghouse, and best-practice recordkeeping. Fluency in English required; Spanish bilingual strongly preferred. Proficiency with Microsoft Office and HRIS/ATS systems.

Our client in Phoenix, Arizona has an immediate need for a Human Resource Manager on a direct hire basis. Company Profile: Real Estate Growing Organization Human Resources Manager Role: The Human Resources Manager is a senior leadership role responsible for driving the organization's people strategy in direct alignment with business objectives. This position serves as a strategic partner to executive leadership, providing insight, structure, and execution across all HR functions while supporting growth in a fast-paced, results-driven environment This role requires strong business acumen, sound judgment, and the ability to anticipate organizational needs rather than react to employee issues. The ideal candidate can prioritize effectively, follow through consistently, and proactively identify workforce risks and opportunities that impact overall performance and scalability Strategic Leadership & Business Partnership Act as a strategic advisor to executive leadership, translating workforce data and trends into actionable business insights Serve as an organizational thermometer, identifying people-related risks, gaps, and needs before they escalate Align HR strategy with operational, financial, and growth objectives. Lead change management initiatives to support organizational growth and transformation. Talent Acquisition & Workforce Planning Drive recruitment strategy and execution to ensure timely hiring of high-quality talent aligned with business needs Build scalable hiring, onboarding, and workforce planning processes to support continued growth. Lead succession planning and leadership development initiatives to ensure long-term organizational strength Performance Management & Accountability Partner with leaders to implement clear performance expectations, evaluation processes, and accountability frameworks Coach managers on performance management, feedback, and corrective action from a business-focused perspective Ensure consistent follow-through on HR initiatives, deadlines, and leadership commitments Policy, Compliance & Risk Management Ensure compliance with employment laws, payroll practices, and regulatory requirements Develop, update, and enforce HR policies and procedures aligned with best practices and legal standards Balance compliance with a risk-tolerant business environment Oversee workplace safety programs, compliance training, and risk mitigation efforts Compensation, Payroll & HR Operations Oversee compensation, benefits, and payroll processes with accuracy, controls, and integrity Conduct market analysis to ensure competitive and sustainable compensation structures Use HR metrics and reporting to guide decisions and improve operational effectiveness Employee Relations- Business-Oriented Address employee relations issues objectively and efficiently, focusing on business impact and organizational health Escalate themes or patterns that affect productivity, engagement, or risk Maintain appropriate boundaries-this role is not an employee counseling position but a business leadership function Human Resources Manager Background Profile: Bachelor's degree in Human Resources, Business Administration, or a related field required Master's degree or HR certification (e.g., SHRM, SPHR) preferred Proven experience in a senior HR leadership role, preferably within a high-growth or fast-paced organization Strong knowledge of employment law, payroll compliance, and HR best practices Demonstrated success in talent acquisition, performance management, and organizational development Strong business acumen with the ability to think strategically and execute operationally Exceptional organizational and prioritization skills with consistent follow-through Comfort operating in a risk-tolerant, entrepreneurial environment Strong analytical, problem-solving, and decision-making skills Excellent communication and leadership skills with the ability to influence at all levels Proficiency with HRIS platforms and data-driven reporting Features and Benefits of Client: Medical Dental, Vision PTO

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!

ENTERPRISE: WCR FMYNE HUMAN RESOURCES JOB TITLE: FMYNE DIRECTOR OF HUMAN RESOURCES DEPARTMENT NAME: FMYNE HUMAN RESOURCES REPORTS TO: FMYNE GENERAL MANAGER SALARY: DOE POSITION STATUS: REGULAR FULL-TIME, FLSA EXEMPT HOURS PER WEEK: 40 POSITION DESCRIPTION: The Human Resources Director is responsible for all aspects of planning, directing, and reviewing all activities and operations of the Human Resources Department. This includes Human Resources Administration, Employee Services, Community Employment, Consulting Services, Training and Development, Recruitment and Selection, Compensation Analysis, Human Resource Information System (HRIS), and Services. Working under the general supervision of the Fort McDowell Yavapai Nation Enterprise General Manager, the Human Resources Director offers support to all Enterprises owned and operated by the Fort McDowell Yavapai Nation. ESSENTIAL DUTIES: Essential Duties may include the following tasks, knowledge, skills, and other characteristics. This list of tasks is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by positions in this class. • Directs and participates in the classification and compensation plan administration, employee relations, benefits, recruitment and selection, general employee development and training, risk and safety management, and employee performance evaluation activities. • Develops and manages the annual budget review and hearing process, assists Enterprise General Managers with planning for new or revised positions, and advises on budget impact. • Develop and implement each function's Human Resources Department goals, objectives, policies, and priorities. • Formulates programs, plans, and procedures for integrating diverse goals and operational needs into a cohesive effort to provide the Fort McDowell Yavapai Nation Enterprises with an effective and responsive Human Resource system. • Provides overall departmental leadership. • Reviews Enterprise Personnel Policy annually and updates as needed. • Works with Enterprise General Managers to continuously improve Human Resources operational policies, practices, procedures, and methodologies. KNOWLEDGE/SKILLS/ABILITIES: • Annually reviews and recommends to executive management to improve the policies, procedures, and practices on personnel matters. • Maintains knowledge of industry trends and employment legislation and ensures compliance. • Maintains responsibility for FMYNE compliance with federal and state legislation pertaining to all personnel matters. • Communicates changes in personnel policies and procedures and ensures proper compliance is followed. • Assist in the preparation and administration of the FMYNE wage and salary program. • Consult with legal counsel when needed or as directed by the FMYNE General Manager on personnel matters. • Recommends, evaluates, and participates in staff development for all FMYNE employees. • Develops and maintains a human resource system that meets the Nation's personnel information needs. • Supervises the staff of the human resource department. • Knowledge of laws, regulations, and policies governing human resources. • Knowledge of management and supervisory principles and practices. • Knowledge of benefits administration, including pension funds. • Knowledge of all facets of human resource management. • Skill in understanding and interpreting complex tribal, state, and federal laws, regulations, policies, and practices. • Skill in planning, organizing, directing, and managing projects. • Skill in developing policies and procedures. • Skills in oral and written communication. • Skill in utilizing HRIS systems. • Skill in establishing and maintaining effective and cooperative working relationships with other departments of the Fort McDowell Enterprises, tribal government, vendors, other interested parties, and the public. • Establishes an active plan for the development and succession of Tribal Members into executive management. MINIMUM QUALIFICATIONS: • Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field preferred, or Seven (7) years of experience in personnel/human resources, with a minimum of five (5) years of management experience. • Current Arizona Driver's License and able to meet Fort McDowell Yavapai Nation insurance standards. • Master's Degree in a related field is preferred. • Must obtain and maintain a State of Arizona Gaming Certification and a Fort McDowell Tribal Gaming License. • Must pass a pre-employment drug and alcohol test and pass a complete background check. • Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Society for Human Resource Management Certified Professional (SHRM-CP), or Society for Human Resource Management Senior Certified Professional (SHRM-SCP) certification is highly preferred. INDIAN PREFERENCE: Preference will be given to qualified applicants who are members of federally recognized Indian tribes. To be considered for Indian Preference, you must submit your Certificate of Indian Blood (CIB) with your application.

Administration/Director of Human Resources Date Available: 07/01/2015 GENERAL RESPONSIBILITES: FLSA: EXEMPT Supports District schools and principals in their effort to foster an optimal educational environment for students. To develop, coordinate and maintain district human resources and personnel services at a level appropriate to maximize resources and facilitate effective educational programs. MAJOR TASKS: • Implements and facilitates recruitment programs for all employee classifications. • Designs and implements classification, wage and salary plans. • Determines employee experience and salary placement in accordance with district administrative guidelines and policies. • Verifies licensing and certification requirements. • Acts as an employee advocate to ensure fair and equitable treatment of district employees. • Counsels with employees to resolve complaints, difficulties and other matters related to personnel management. • Assists administrators with difficult or sensitive personnel matters to resolve issues in accordance with district policies and procedures. • Provides direction on statutes, timelines and protocols for employee evaluations. • Assists with recognition program for all employees. • Develops, communicates and implements policy. • Maintains personnel records in compliance with policies and laws. • Maintains up-to-date job descriptions. • Develops and maintains human resource website. • Directs and administers the employee fringe benefit programs. • Participates in the collective bargaining process. • Advises Cabinet on human resource department developments and events. • Prepares periodic and annual reports and statistical data as required. • Supervises and evaluates the Human Resource department employees. • Performs other duties as determined by the Superintendent. QUALIFICATIONS: Including but not limited to: • Bachelor's Degree from an accredited college or university and graduate study in school administration, personnel administration or employee relations. (Master's Degree preferred) • Knowledge of Arizona and Federal statutes relating to employment practice. • Three years experience with a broad knowledge of personnel policies and procedures. • Administrative and/or Teacher Certification preferred. • Any combination of the above education and experience as determined by the Superintendent. ESSENTIAL SKILLS AND ABILITIES: 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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to have regular and reliable attendance, is regularly required to sit, talk and/or hear. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel objects, tools and/or controls; and reach with hands and arms. The employee must occasionally lift and/or move up to 15 pounds. Specific vision abilities required by this job include: close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

Administration/Executive Director Executive Director of Human Resources JOB GOAL To provide exemplary leadership, coordination and direction in the development, implementation and evaluation of all personnel practices and policies for the Cartwright School District while ensuring legal compliance and implementation of the organization's mission, vision and values. Ensures recruitment and retention of qualified staff. QUALIFICATIONS 3 year's director-level experience in Human Resources in a school district setting Master's degree in business, Human Resources Management, or directly related field or any combination of education and experience Arizona IVP Fingerprint Clearance Card Bilingual (Spanish) preferred Such alternatives to the above qualifications as the Board may find appropriate and acceptable. PERFORMANCE RESPONSIBILITIES Responsibilities shall include, but not be limited to, the following: Oversees the recruitment, selection and employment of the best qualified personnel to staff all District openings. Oversees all human resources processes such as the hiring process, finger printing and background checks Oversees the creation, training and monitoring of an employee appraisal program that contributes to the continuous improvement of staff performance. Recommends reviews and designs all job application forms used by the District, ensuring their compliance with state and federal statutes and Board policies on non-discrimination. Collaborates with administrators on personnel matters. Collaborates with educational services and the Executive Director of School Leadership to ensure recruitment and retention of highly qualified administrators for schools Supervises the administration of the District's retirement program. Leads the District Meet and Confer Team, and collaborates with CEA Leadership in the meet and confer process as directed by the Superintendent or Governing Board. Serves as District liaison for the placement of all interns and student teachers from community colleges and universities Attends Superintendent's meetings and serves actively to improve communication, cooperation and planning in the District Oversees and recommends all assignments, transfers, resignations and dismissals of personnel to the Governing Board. Provides guidance to District administrative and supervisory personnel in matters relating to employee relations. Provides necessary advice and processing for issuance and renewal of state credentials. Makes timely announcements of dates to be observed by applicants and employees to comply with state and District requirements. Plans, develops and revises personnel policies in accordance with state law for submission to the Board for adoption. Maintains personnel handbooks. Assumes administrative responsibility for routine duties of the Human Resources office. Engages in advocating, promoting and securing the rights of all persons with particular reference to employees of the District. Regularly reports and makes recommendations to the Superintendent on policies, practices and procedures for improving District personnel services. Oversees the processing of complaints regarding alleged or suspected unlawful employment practices. Coordinates the management of the District personnel recordkeeping system. Prepares contracts and continuing employment paperwork for all employee groups. Ensures management of the substitute calling system and oversees the recruitment, selection and employment of all substitutes. Collaborates with substitute vendor to effectively recruit, retain, and staff openings at district school sites. Manages the Human Resources budget. Oversees all advertisement and job postings for vacant job positions in the District. Maintains and updates a complete file of job descriptions in the District. Build effective partnerships with universities, colleges, etc. to form a pipeline for employee recruitment. Works with Leadership in providing recommendations to the Superintendent for the continuous improvement of District programs. Attends state, regional and national professional conferences related to responsibilities as approved by the Superintendent and governed by District policy Continues own professional development through activities such as: involvement in professional organizations; attendance and presentation at professional conferences, etc. Consult with legal counsel for any district-related issues, as needed Serve as the District ADA Accommodation Manager Serve as the oversite for all issues relating to Title IX and Title VII Knowledge of FSLA and Worker's Compensation Working knowledge of Family Medical Leave Act Working knowledge of 504 Experience with investigative processes and confidentiality Performs other job-related duties as assigned. KNOWLEGE AND SKILLS Knowledge of applicable Federal, state, county and city statutes, rules, regulations, policies and procedures. Knowledge of applicable Cartwright School District and departmental policies and procedures. PHYSICAL REQUIREMENTS Positions in this class typically require: stooping, reaching, pulling, lifting, talking, hearing, seeing, and repetitive motions. Medium Work: Exerting up to 50 pounds of force occasionally, and/or up to 20 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects. Evidence of leadership in delivery of professional development for administrators Evidence of working knowledge of Governing Board policies, state and federal laws regarding personnel management Evidence of knowledge of national standards and the Arizona Academic Standards Evidence of successful experience working with employee associations Evidence of independent decision-making skills Evidence of strong interpersonal skills and evidence of collaborative skill Demonstrated knowledge of technology skills and associated technology platforms such as Visions, Frontline, etc. Demonstrated ability to communicate in oral and written form TERMS OF EMPLOYMENT REPORTS TO: Acting Superintendent LOCATION: Cartwright District Office SUPERVISES: Director and Assistant Director of Human Resources and Support Staff CALENDAR: 12 Months, Full-Time, Benefitted JOB CATEGORY: Administrator BEGINNING SALARY: As approved by the Governing Board BENEFITS: As approved by the Governing Board DEADLINE FOR APPLICATION: Until Filled

Essential Duties and Responsibilities Strategic Leadership & Organizational Alignment Develops and drives the company's HR vision, strategy, and annual operating plans in alignment with organizational goals, culture, and growth priorities. Serves as the primary advisor to the Executive Team on workforce planning, organizational design, leadership development, change management, and employee engagement. Anticipates organizational needs and proactively recommends strategies to strengthen culture, employee retention, talent pipelines, operational efficiency, and legal compliance. Leads cross-functional initiatives that enhance organizational performance, strengthen communication, and support a cohesive company-wide employee experience. HR Operations & Optimization Provides management, oversight, support and/or execution for all core HR operations, including talent acquisition, employee relations, benefits, compensation, HRIS, payroll, and compliance. Continuously evaluates and enhances HR systems, processes, workflows, and technology solutions to improve scalability, effectiveness, and service delivery including through the use of AI tools. Oversees development and maintenance of organizational policies and the employee handbook; ensures policies are consistent, legally compliant, and aligned with company values. Ensures accurate and timely payroll and benefits administration through direct oversight of HR operations teams. People Leadership & Team Development Leads, mentors, and develops the HR team, creating a high-performance culture grounded in accountability, collaboration, professional growth, and service excellence. Aligns HR team goals and service standards with organizational priorities to ensure high-quality, responsive support to all employees. Creates and champions HR team development plans, upskilling initiatives, and succession plans to strengthen HR capabilities and future readiness. Talent Acquisition, Workforce Planning & Development Partners with Talent Acquisition to build and sustain strong recruitment, talent assessment, and pipeline strategies that enable proactive hiring and organizational growth. Oversees the creation and maintenance of equitable, competency-based hiring practices, ensuring an exceptional candidate journey and consistent hiring standards across departments. Leads strategic workforce planning and analysis efforts; assesses future talent needs and implements long-term strategies for leadership development, career progression, and succession planning. Collaborates with key leaders to enhance performance management processes, coaching practices, and leadership development programs. Employee Relations & Culture Stewardship Leads the most complex employee relations cases from investigation through resolution, ensuring balanced outcomes aligned with employment law, organizational policies, and cultural expectations. Serves as a cultural ambassador, strengthening employee engagement, communication, inclusion, and morale across all locations. Provides coaching to leaders on effective people management, conflict resolution, employee motivation, and performance improvement. Risk Management, Compliance & Legal Coordination Ensures full organizational compliance with federal, state, and local labor laws; mitigates risk through policies, training, and proactive oversight. Consults with outside legal counsel as needed on sensitive or complex HR matters. Oversees workers' compensation, unemployment, leaves of absence, workplace safety matters, and related regulatory requirements. Ensures accurate recordkeeping and compliance documentation across all HR functions. Compensation, Benefits & Vendor Management Oversees compensation strategy, ensuring market competitiveness, internal equity, and alignment with organizational philosophies. Recommends and implements improvements to compensation structures, pay practices, and merit/equity review processes. Manages external benefits and HR service vendors, ensuring cost-effective, high-quality support and excellent employee service. Provides executive oversight for annual benefits renewal processes, compensation cycles, and HR program evaluations. Competencies Strategic Thinking & Business Acumen - Understands organizational dynamics and develops strategies that enable long-term success. Critical Thinking & Problem-Solving - Evaluates complex issues, identifies root causes, and develops innovative, compliant solutions. Change Leadership - Guides teams through organizational change with clarity, communication, and empathy. Analytical Skill - Interprets data to drive decision-making, identify trends, and recommend actionable solutions. Executive Communication - Communicates clearly and effectively with stakeholders at all levels, including the Executive Leadership Team and Board. Interpersonal Savvy - Builds trust, credibility, and strong working relationships across all levels of the organization. Organizational Support - Aligns HR programs with strategic goals; implements structure and processes to support organizational growth. Adaptability - Navigates a dynamic and fast-paced environment with resilience and flexibility. Service Orientation - Provides high-quality support to employees and leaders; models a servant leadership approach. Team Leadership & Development - Coaches and develops HR staff to reach their full potential. Supervisory Responsibilities Manages employees on the Human Resources team and 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; evaluating performance; rewarding and disciplining employees; and addressing complaints and resolving problems. Provides leadership to the Human Resources department, including direct supervision of HR managers and staff. Responsibilities include: Interviewing, hiring, and onboarding HR team members Coaching, developing, and evaluating performance Delegating and directing work Rewarding and disciplining employees Building bench strength and succession plans within the HR team Supporting conflict resolution and problem-solving within the department Qualification Education/Certification: Bachelor's degree in Human Resources, Business Administration, or a related field; advanced certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred. Experience: Minimum 7-10 years of progressive HR experience At least 3-5 years in a Director-level or senior HR leadership role Experience leading an HR function for a multi-site organization preferred Knowledge: Expert-level understanding of HR principles, employment law, and regulatory compliance. Skills: Demonstrated ability to lead both strategic planning and hands-on execution. Additional Requirements: Advanced proficiencies with Microsoft Office programs such as Word and Excel. Comprehensive HRIS platforms experience, preferably UKG. Web/AI-based Human Resources tool utilization in areas such as payroll and benefits administration, performance management and employee feedback, learning and development, and employee engagement. Ability to maintain a consistent work schedule Valid driver's license The Human Resources Manager supports the company's functions by performing and/or overseeing the following duties. Oversees employment policies for the company; considers opportunities for adding, updating, and improving; and ensures all policies, procedures, and practices are consistently applied. Maintains knowledge of industry trends and employment law, ensuring compliance with federal and state laws pertaining to all employee relations matters in all states represented. Executes the annual employee review process. · Consults with legal counsel as appropriate on employee relations matters; respond to unemployment claims by preparing responses; and represent the organization at appeal hearings. Works with employees and management to document and apply company policies and appropriately resolve employee relations issues. Works directly with company leadership to implement programs to improve company performance. Ensures human resource systems sufficiently support company growth and processes. Supervises the human resource department staff, working with each team member to ensure their growth, expectations, and pursuits are recognized. · Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are compliant across all states in which the company operates. · Administers company benefit programs such as life, health, dental, disability insurance, 401k; PTO, sick leave, leave of absence, and employee assistance. · Administers company wellness initiatives through regular communication, programs, challenges, and awarding preferred behavior outcomes. · Maintains relationships with brokers, vendors, and partners to ensure the best outcome for the company in negotiating benefits. · Updates and or responds to questions regarding benefit eligibility through life events, open enrollment, and COBRA. · Oversees development and implementation of the company's training activities for corporate and property team members; including but not limited to technology, leadership, safety, and harassment. · Responds to inquiries regarding policies, procedures, and programs. · Administers all aspects of workers' compensation; receives and manages claims; maintains communication with employees on leave; maintains notes and documents of treatment; progression; restrictions for limited duty return to work availability; release to full duty; reporting and communicating with the carrier; coordinating with other leaves; managing health insurance during leave; and ensuring compliance with policies and government requirements regarding leaves; assisting with the renewal process. · Processes monthly billing for workers' compensation; group health, medical, dental, life, and ancillary benefits; runs reports and balances to payroll and ensures payments are issued in a timely manner. · Administers other leaves of absence by communicating benefits; sending and receiving documentation; designating leave; coordinating with other leaves; manages health insurance during leave; maintains communication with employees on leave; and ensuring compliance with policies and government requirements regarding leaves. · Investigates employee concerns, such as harassment and discrimination, and recommends a course of action for swift resolution. Oversees the recruitment process for all positions and assists in developing strategies to recruit talented workers and retain talented workers. Provides HR technology solutions for payroll, performance management, benefits administration, and applicant tracking. · Use HRIS to process bi-weekly payroll. · Develop and maintain job descriptions for all company positions. · Regularly participates in continuing education opportunities. · Performs all other duties as assigned. To perform the job successfully, an individual should demonstrate the following competencies: Analytical - Collects and researches data. Problem-Solving - Identifies and resolves problems in a timely manner; gathers and analyzes information skillfully. Written Communication - Writes clearly and informatively; edits work for spelling and grammar; varies writing style to meet needs; presents numerical data effectively; able to read and interpret written information. Organizational Support - Follows policies and procedures; completes administrative tasks correctly and on time; supports organization's goals and values. Adaptability - Adapts to changes in the work environment; manages competing demands; changes approach or method to best fit the situation; able to deal with frequent change, delays, or unexpected events. Attendance/Punctuality - Is consistently at work and on time; ensures work responsibilities are covered when absent; arrives at meetings and appointments on time. Manages employees on the human resources team. 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. The physical demands described here represent those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Regular attendance at work is an essential function for the employee to complete daily tasks, support site employees, and follow schedules and timelines of required duties and assignments. Employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; talk and hear; employee can occasionally lift up to 25 pounds. Specific vision abilities required by this job include close vision; distance vision; peripheral vision; depth perception; ability to adjust focus; Employee is frequently indoors in a temperature-controlled environment. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily and have the ability to work a consistent schedule. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.

iPromo is a fast-growing promotional products distributor built on creativity, operational excellence, and a people-first culture. We believe high-performing teams are the foundation of sustainable growth, and we are seeking an experienced Director of Human Resources to lead and scale our people's operations in alignment with our business objectives. Position Overview The Director of Human Resources is a senior leadership role responsible for owning and executing the organization's full HR strategy. Reporting to executive leadership, this role provides strategic and operational oversight across talent acquisition, employee relations, performance management, compensation and benefits, compliance, and HR operations. This position requires a seasoned HR leader with deep experience navigating complex employee matters, scaling teams, and building modern, compliant HR infrastructure. The ideal candidate is both strategic and hands-on, capable of setting vision while ensuring flawless execution. Key Responsibilities People Strategy & Leadership Develop and execute a comprehensive people strategy aligned with business goals and growth plans Serve as a trusted advisor to executive leadership on organizational design, workforce planning, and talent strategy Establish leadership expectations and reinforce company values across all levels of the organization Talent Acquisition & Workforce Planning Define and own the company's hiring philosophy, headcount planning, and compensation framework Oversee end-to-end recruitment strategy, including role scoping, sourcing, interviewing, and offer management Ensure hiring goals are met while maintaining quality, equity, and consistency Optimize recruiting processes and systems, including JazzHR Performance Management & Development Design and manage performance management frameworks, including goal setting, reviews, promotions, and corrective action processes Partner with leaders to drive accountability, performance improvement, and employee development Compensation & Benefits Design and maintain compensation philosophy, salary bands, incentive programs, and bonus structures Oversee benefits strategy and vendor relationships, ensuring competitiveness and cost-effectiveness Partner with Finance and leadership on workforce cost planning and budgeting Employee Relations & Risk Management Lead and resolve complex employee relations matters, including investigations, disciplinary actions, and terminations Manage sensitive and high-risk situations with sound judgment, discretion, and consistency Ensure fair and legally compliant treatment of employees across all locations Compliance, Policy & Governance Own HR compliance strategy across federal, state, and local employment laws Conduct regular audits to ensure compliance with wage and hour laws, leaves, documentation, and record-keeping Develop, maintain, and approve HR policies, procedures, and employee handbook updates HR Operations & Systems Oversee HR operations, systems, and reporting, including Paylocity Ensure accurate employee data management, payroll coordination, benefits administration, and reporting Leverage HR metrics and data to inform decision-making and continuous improvement Qualifications & Experience Required 15+ years of progressive Human Resources experience 5+ years in a senior HR leadership role (HR Director, Head of HR, Senior HR Manager, or equivalent) Bachelor's degree in Human Resources, Business Administration, or a related field Deep expertise across employee relations, compliance, performance management, compensation, and HR operations Strong working knowledge of U.S. employment laws and HR best practices Proven experience advising executive leadership and managing complex, sensitive HR matters Demonstrated ability to scale HR processes in a growing organization Preferred HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) Hands-on experience with Paylocity (HRIS/payroll) and JazzHR (ATS) Experience supporting distributed or remote teams Strong data-driven and systems-oriented mindset Compensation 100,000-130,000USD + Bonus Opportunities Why Join iPromo Competitive compensation and benefits package Opportunity to lead and shape the HR function at a growing company Collaborative, people-first leadership team Remote flexibility with meaningful executive influence A culture that values integrity, accountability, and continuous improvement

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.

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 Chief HR Officer is responsible for providing leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The Chief HR Officer provides strategic servant leadership by articulating Human Resource needs and plans to the executive management team Summary of Essential Job Functions: • Participate as a key member of the Executive Team • Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules • Establish and implement HR efforts that effectively communicate and support the company strategic vision • Develop HR plans and strategies to support the achievement of the overall business objectives • Function as a strategic business advisor to the all levels of management regarding key organizational and management issues • Working with the executive management, to establish a sound plan of management succession that corresponds to the strategy and objectives of the company • Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals • Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the firm • Provide overall leadership and guidance to HR function by overseeing talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits • Implementation of HRIS and Human Capital related technology Maintain appropriate levels of insurance coverage • Ensure compliance with legal and regulatory requirements • Ensure that record keeping meets the requirements of auditors and government agencies • Report risk issues to the President Maintain relations with vendors and negotiate best possible rates on behalf of company for all services Knowledge/Experience Required: • Requires a human resources executive with a minimum of 15 years of experience, who will be able to strategically and tactically evaluate and implement sophisticated HR related programs and initiatives • MBA, MA, in Human Resources or related field and PHR, SPHR, SHRM-CP or SHRM-SCP certification • Able to work with a variety of organizational leadership to build consensus around HR strategy and tactics • Have a demonstrated background in all facets of HR, including talent and leadership management, compensation, organizational development, benefits administration, legal compliance; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams. • Must have the ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills as well as project the highest levels of integrity • Excellent interpersonal communication, conflict resolution, problem solving, presentation and organizational skills are required • Proficiency in MS Office Spreadsheets using a computer application to enter, manipulate, and format text and numerical data; insert, delete, and manipulate cells, rows, and columns; and create and save worksheets, charts, and graphs • Presentation skills using a computer application to create, manipulate, edit, and show virtual slide presentations. Internet Navigating the Internet to find information, including the ability to open and configure standard browsers; use searches, hypertext references, and transfer protocols; and send and retrieve electronic mail (e-mail Required Abilities Physical Activity This position requires some standing, walking, lifting, grasping, bending and kneeling for filing. Sitting for some periods of time. Substantial repetitive movements (motions) of the wrists, hands, and/or fingers. Expressing or exchanging ideas by means of the spoken word. Involved in activities where one must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly. Perceiving the nature of sounds at normal speaking levels with or without correction. Requires the ability to receive detailed information through written and oral communication. Active Learning understanding the implications of new information for both current and future problem-solving and decision-making. Physical Requirement Sedentary work involving sitting some of the time. Walking and standing are required daily. Exerting up to 10 pounds of force occasionally to lift, carry, push, and pull or otherwise move objects. In addition, may involve physical movement which includes activities related to membership events and programs. Visual Requirement This position requires close visual acuity to perform activities such as: preparing and analyzing data and figures, transcribing, viewing computer monitors and extensive reading. Working Conditions It involves typical office or administrative work and member outdoor activity

Director of Human Resources Type: Public Job ID: 131287 County: Mohave Contact Information: Kingman Unified School District 3033 MacDonald Avenue Kingman, Arizona 86401 District Website Contact: Jenny Bruce Phone: ************ Fax: District Email Job Description: 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. Other:

Provides leadership and strategic direction for Human Resources operations in an effective and efficient manner; fosters an organizational climate that promotes equity and inclusivity and supports CAC values of accountability, community, and trust; provides oversight of all functions of Human Resources including employee relations, professional development, talent acquisition, employee benefits, and compensation/classification systems; and ensures compliance with laws and institutional policies. Responsibilities * Establishes and implements initiatives that effectively support the College's mission, vision, and wildly important goals (WIGS) of creating a world class learner experience and making CAC a great place to work. * Collaborates with College leadership to enhance the employee experience. * Develops and maintains a climate that is responsive to employee development, performance, and satisfaction by fostering excellence, development, and mutual respect. * Ensures diversity, equity, and inclusivity in all processes, * Develops, implements, and administers comprehensive compensation classification, and benefit plans that are competitive and cost effective, * Administers and provides oversight for essential Human Resources functions including employee relations, professional development, employee evaluations, and employment policies and procedures. * Ensures the College consistently and fairly applies laws, regulations, policies, and procedures related to employment; serves as a liaison between legal counsel and administrative staff on employment issues. * Investigates employee grievances, complaints, and violations of employee policy and/or procedures, including EEO and sexual harassment, by gathering evidence, preparing reports, interpreting findings of research to draw conclusions, taking corrective actions and/or making recommendations to administration as appropriate; may work in conjunction with legal counsel, * Directs and oversees recordkeeping in accordance with legal requirements. * Prepares, administers and monitors Department budgets. * Maintains knowledge of current trends; inspects processes and procedures to promote optimal services and operational efficiency in an agile and flexible manner, * Serves on appropriate teams, committees, and councils. * Works with outside agencies and organizations appropriate to the position, * Performs other duties commensurate with functions and level of position or as assigned. Qualifications EDUCATION:Bachelor's degree; Master's degree preferred EXPERIENCE: Eight (8) years of related experience in Human Resources, business management, or a related field; experience preferred in working with relational databases or HRMS systems; leading multiple HR functions; functioning at an HR manager level in a college or university; developing, implementing, and improving HR policies and programs in support of institutional diversity, equity and inclusion values and goals; and working with advisory and constituency groups on behalf of the HR function. SPECIAL POSITION CONDITIONS: SHRM (SHRM-CP or SHRM-SCP) or HRCI (PHR of SPHR) preferred; travel within the District required; evening and weekend duties may be required to support Human Resources activities. Background Verification: As a condition of employment, all candidates accepting an offer of employment for a full-time, part- time, temporary, student worker, or volunteer position, will be required to undergo a Background Verification. Employment with Central Arizona College is contingent upon the successful completion of the background verification. The level the background verification for this position is: Executive level. All applicants must be at least 18 years of age or older to be considered for this position. Knowledge, Skills, & Abilities * Knowledge of principles, concepts, and practices of HR and organizational management. * Knowledge of College administrative processes, including policy development, implementation, and shared governance. * Knowledge of various methods, techniques, and practices involved in the administration and operation of job classification, compensation, recruitment, selection and related activities. * Skill in communicating, both verbally and in writing. * Skill in administering and operating the various HR functions. * Ability to work both independently or as part of a team to apply workflow processes to meet deadlines. * Ability to analyze situations, develop solutions, and make independent decisions based upon established guidelines. * Ability to interact collaboratively with applicants, College officials, constituency groups, managers, various departmental representatives, and the College community at large. * Ability to communicate effectively with external agencies and citizen stakeholders. PHYSICAL REQUIREMENTS: The work is sedentary work. The employee is occasionally required to exert up to 10 pounds of force to move objects. Additionally, the following physical abilities are required:hearing, mental acuity, speaking, and visual acuity in data. INTERPERSONAL SKILLS: Significant Level - Position engages in or requires some or all of the following: develops, motivates, assesses, conducts performance reviews, and rewards other employees; has significantly high interactions with students, program participants, and/or the public; provides in depth counseling; teaches in an open-classroom environment where students are free to confront concepts and question theories; works with highly confidential information; and/or interacts on a regular basis with high profile individuals where interactions require well-developed understanding of human behavior and the ability to apply those skills in situations where the outcome is unpredictable. WORKING CONDITIONS: Work is performed in a dynamic environment that requires sensitivity to change and responsiveness to changing goals, priorities, and needs. Job is performed in general office or comparable working area with occasional distractions such as noise and interruptions or in congested work areas with exposure to some disagreeable elements. CAC is an equal opportunity employer and complies with all applicable federal, state, and local laws regarding equal employment opportunity and anti-discrimination. CAC strictly prohibits and does not tolerate discrimination on the basis of the following protected classes and/or characteristics, in all of its operations, programs and activities, including but not limited to employment, promotion, admissions and access to all career and technical programs: race, color, religion, creed, national origin or ancestry, ethnicity, sex, age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. For more information contact: Laura Shepherd, Title IX Coordinator at ************ ***********************; Section 504/ADA Coordinator atstudentaccessibility@centralaz.eduor Human Resources *******************************. Important Notice: As a condition of employment, all full time Central Arizona College employee's automatically become members of the Arizona State Retirement System (ASRS). This is a pension system that requires mandatory contributions from the employee with a matching contribution from the employer. The 25-26 fiscal year contribution rate is 12.00%. Please note this rate is subject to change on a fiscal year basis. Membership to ASRS is a condition of employment and is not optional unless you are at least 65 years of age and meet the opt out eligibility requirements, or are a retiree from ASRS . Please consider this when applying for this position. We acknowledge that our institution, Central Arizona College, occupies ancestral lands of the Huhugam (HU-hu-gum), who lived and farmed along the Gila River Basin centuries ago. We thank the Native communities and descendants of these Indigenous people whose stewardship of the land and waterways allows us to be here now: the San Carlos Apache Tribe, Tohono O'odham (THO'-oh-no OH'-oh-thum) Nation, Ak-Chin (AK-Chin) Indian Community,? and the Gila River Indian Community, which is comprised of the Akimel O'odham (A-kee-med/r OH-oh-thum) (Pima) and the PEE-Posh (Maricopa) tribes. Indigenous people from other Native nations also reside in Pinal County. Arizona is home to 22 federally recognized Tribes. All have made innumerable contributions to our region.?

Join the Tohono O'odham Community College Team as the Chief Human Resources Officer! Tohono O'odham Community College (TOCC) is seeking a Chief Human Resources Officer (CHRO) to lead all human resource matters for two campuses and a satellite center. The CHRO is a trusted leader and advisor on all HR functions and reports directly to the President. This is a full-time, exempt position in the Office of the President. Review of candidates will begin on February 2nd, and the position will remain open until filled. Salary Hiring Range: $75,00 - $98,000 What You Will Do: As the CHRO, you will be instrumental in developing and maintaining a diverse, equitable, and inclusive campus culture in alignment with the College's core values. Your responsibilities include: Establish and implement recruitment, development, and retention strategies. Lead, onboard, supervise, and evaluate HR staff. Direct all internal operations for the HR department, including planning, coordinating, and evaluating personnel programs and services. Ensure College and employee compliance with Federal, State, and Local laws, including Title IX and other employment protection laws. Develop, administer, and maintain campus-wide personnel policies and procedures. Investigate personnel complaints, negotiate escalated personnel matters, and make disciplinary/termination recommendations. Coach managers in effective supervision and provide conflict resolution resources. Oversee regular job description and classification reviews. Prepare and manage HR budgets, including advising the Dean of Finance and President on compensation and benefit program recommendations. Lead the College's performance evaluation process, including the DREAM employee development initiative. Serve on the College's Administrative Leadership Team (ALT) and represent the HR area on various committees. Comprehensively coordinate with other College leaders on hiring, onboarding, professional enrichment, and performance evaluation processes.