Director of human resources jobs in Glendale, AZ

Job DescriptionSince 1987, the team at Cafe Valley has baked muffins, cakes, cupcakes, turnovers, croissants, and newly added scones for our customers throughout North and South America. Our products are made with high-quality ingredients and crafted with care in our Phoenix, Arizona and Marion, Indiana bakeries. The Vice President of Human Resources serves as a strategic leader, driving the vision, strategy, and execution of all human resources initiatives across the organization and is an integral member of the Leadership Team. This role oversees all aspects of HR operations-including talent acquisition, employee engagement, employee relations, compliance, training, and culture-building-ensuring alignment with business goals. The VP will partner closely with senior leadership and operations management to create a high-performance, values driven workplace that supports both people and organizational success. ResponsibilitiesStrategic Leadership Serve as a trusted advisor to senior leadership, aligning HR strategy with overall business objectives. Co-own the Candidate-to-Employee Lifecycle program with plant management, ensuring best-in-class talent acquisition, onboarding, and retention practices. Lead organizational development, training, and succession planning initiatives to drive engagement and long-term performance. Policy, Compliance & Risk Management Ensure company policies remain compliant, relevant, and aligned with organizational culture. Oversee ADA accommodation requests, employee relations matters, and workplace investigations with discretion and fairness. Maintain compliance with all federal, state, and local employment laws (EEO, ADA, FMLA, OSHA, DOL, workers' compensation, unemployment, ACA). Partner with the Director of Safety to mitigate risk and improve EMOD ratings. Employee Experience & Culture Foster a culture of respect, collaboration, and accountability. Recommend and implement employee engagement strategies that enhance morale and productivity. Lead social responsibility audits and initiatives to strengthen the company's community and customer reputation. Operational Excellence Manage HRIS, payroll, and timekeeping systems to ensure data integrity and efficiency. Develop and manage the HR budget, optimizing resources and vendor relationships. Performance & Development Lead annual performance review, merit increase, and compensation planning processes. Champion training programs that deliver measurable ROI and support career growth. Additional Leadership Duties Resolve HR technology challenges and drive system enhancements. Perform other duties aligned with business needs and objectives. Consistent attendance is required. Occasional travel as needed. Develop budget and manage expenses. Required SkillsQualifications Required Bachelor's degree in Human Resources Management, Industrial Relations, Business Administration or related field: Master's degree highly preferred. 10+ years of progressive HR leadership experience, with proven success managing multi-functional HR teams. Significant HR leadership experience in a manufacturing environment with 1,500+ employees. Ability to perform multiple tasks in a complex, highly regulated environment. Strong MS Office skills to include Excel, Word, PowerPoint, and Outlook. HR Certification (SPHR/SHRM-SCP) highly preferred. Bilingual English/Spanish preferred. Skills & Competencies Strategic thinker with the ability to execute in a fast-paced, high-change environment. Deep knowledge of modern HR principles, employment law, and best practices. Experience implementing continuous process improvement in HR functions. Proven ability to build and inspire high-performing teams and foster a positive company culture. Exceptional interpersonal, influencing, and relationship-building skills at all organizational levels. Expertise with HRIS systems including serving as a system security master. Demonstrated ability to manage multiple priorities in a complex, highly regulated environment. Strong math aptitude, budget development, and expense management skills.

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

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

This position is responsible for providing daily support to the HR Manager, Business Leaders, and Associates in the generalist areas with a focus on utilizing HR practices, processes, and tools needed to meet the needs of the business. * Assisting the HR Manager in protecting the interests of employees and Shamrock by ensuring legal requirements for equal employment and compliance are met. * Coordinating and/or conducting employee-relations activities and programs including but not limited to employee counseling, interpretation of policies, employee investigations, and employee disciplinary meetings. * Counseling management on employment issues and advising them about SMART (performance management system and process) and the progressive discipline system of Shamrock Foods Company. * Building and fostering strong professional work relationships across all sectors and locations of the business and works collaboratively and effectively with other parts of HR. * Maintaining employee related data bases and document control; preparing and analyzing reports that pertain to the HR function. * Assisting with Unemployment Claims/hearings providing accurate information to third party administrator and testify (as needed) in hearings. * Performing other duties as assigned to meet business needs Qualifications: * Three or more years HR or related experience or a Bachelor's degree and some hands-on experience * Experience in foodservice distribution, manufacturing or dairy operations preferred * HRIS experience preferred * Strong communication, public speaking, and interpersonal skills with the ability to initiate documentation and drafts; excellent written and verbal skills. Bilingual (English/Spanish) preferred * Excellent computer skills in a Microsoft Windows environment (Word, PPT, Excel) Corporate Summary: At Shamrock Foods Company, people come first - our associates, our customers, and the families we serve across the nation. A privately-held, family-owned and -operated Forbes 500 company, Shamrock is an innovator in the food industry and has been since being founded in Arizona in 1922. Our Mission: At Shamrock Foods Company, we live by our founding family's motto to "treat associates like family and customers like friends." Why work for us? Benefits are a major part of your overall compensation, and we believe offering them at an affordable cost is not only the right thing to do, but it helps keep you and your family healthy. That's why Shamrock Foods pays for the majority of your health insurance, allowing you to take home more of your paycheck. And it doesn't stop there - our associates also enjoy additional benefits such as 401(k) Savings Plan, Profit Sharing, Paid Time Off, as well as our incredible growth opportunities, continued education and wellness programs. Equal Opportunity Employer Shamrock Foods Company is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, sexual orientation, gender identity or any other basis protected by applicable law.

Details Department: CORP | HR Operations Shift: Mon-Fri, Days, 8am-5pm Posting #: 980507 Employee Type: Full-Time Posting Note: Location: Phoenix, AZ - based onsite. Work arrangement: Full-time. While the position is office-based, there may be occasional remote-work days, depending on operational needs (remote flexibility typical with HR leadership roles). Role: Provide strategic and operational leadership over all HR administrative processes, systems, and data integrity - ensuring smooth HR operations, data governance, and system reliability across the organization. The Director of HR Operations and HRIS provides strategic and operational leadership over all HR administrative processes, systems, and data integrity. This role ensures that HR operations function seamlessly - enabling our caregivers and staff to focus on delivering world-class pediatric care. The Director partners closely with HR leaders, IT, Finance, and clinical departments to create efficient, data-driven, and compliant workforce management practices across the organization. Position Duties * Operational Leadership * Oversees all HR operational processes, including position management, employee lifecycle transactions, and HR data governance. * Standardizes and streamlines workflows across HR teams (Talent Acquisition, Total Rewards, Employee Relations, Learning & Development). * Monitors HR service performance and deliver timely, accurate results aligned with organizational goals. * Collaborates with Finance and IT to ensure accurate payroll, budget alignment, and organizational hierarchy management. * HRIS & Technology Enablement * Serves as the business owner for the HR technology ecosystem (e.g., Workday, Kronos). * Partners with IT to lead system optimization, configuration, and data integrity initiatives. * Drives adoption of digital HR solutions that simplify user experience and enhance self-service capabilities. * Oversees HR system security, workflows, and release management within ERP governance standards. * Leadership and Collaboration * Leads a team of HR operations and HRIS professionals, fostering a culture of service, learning, and continuous improvement. * Partners cross-functionally with HR, IT, and Finance leaders to align process design with enterprise objectives. * Represents HR in enterprise governance forums and operational councils. * Data Analytics and Reporting * Leads the design of HR dashboards and analytics to support workforce planning, turnover reduction, and operational insights. * Partners with the Enterprise Analytics team to align HR metrics with system-wide performance indicators. * Builds a culture of data accuracy and accountability throughout HR processes. * Governance & Compliance * Ensures compliance with employment laws, internal audit standards, and data privacy regulations (including HIPAA). * Manages HR documentation, access controls, and system audits in partnership with IT and Compliance. * Performs miscellaneous job related duties as requested.

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

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

Our client in Phoenix, Arizona has an immediate need for a Human Resource Director on a direct hire basis. Company Profile: Real Estate Growing Organization Human Resources Director Role: The Human Resources Director is a senior leadership role responsible for driving the organizationâ??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 boundariesâ??this role is not an employee counseling position but a business leadership function Human Resources Director Background Profile: Bachelorâ??s degree in Human Resources, Business Administration, or a related field required Masterâ??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 Title: Human Resources Director We are seeking an experienced HR Director to lead our human resources strategy and operations onsite, Monday through Friday. This role is critical in building and retaining a high-performing team of craftspeople, engineers, and production professionals. You will drive capability building, organizational design, workforce planning, and foster a culture of craftsmanship as we scale. This is a hands-on leadership position that combines strategic vision with practical execution. Responsibilities * Develop and implement an HR strategy aligned with business goals and our culture of craftsmanship. * Lead workforce planning to ensure the right skills and capacity for current and future production needs. * Drive succession planning for technical and leadership roles. * Optimize organizational structure, accountability, and role clarity. * Assess employee capabilities and development needs to support long-term growth. * Build an efficient recruiting process tailored to specialized manufacturing and engineering talent. * Maintain accurate, compelling job descriptions that highlight craftsmanship and teamwork. * Conduct compensation benchmarking to ensure competitive, equitable pay practices. * Create retention strategies focused on recognition, career development, and engagement for skilled tradespeople and engineers. * Maintain a company-wide skills matrix to document technical capabilities. * Design mentorship programs to support knowledge transfer and craftsmanship excellence. * Oversee onboarding programs emphasizing culture, safety, and quality standards. * Implement cross-training initiatives for flexibility in low-volume production. * Provide leadership development training for supervisors and managers. * Implement a simple, effective performance management system tied to capability, quality, and teamwork. * Develop employee feedback tools such as surveys and stay interviews. * Reinforce cultural values: craftsmanship, ownership, and problem-solving. * Provide conflict resolution support and leadership coaching as needed. * Maintain and update HR policies and the employee handbook in compliance with labor laws. * Ensure HR practices meet OSHA and other safety regulations. * Manage employment documentation including offers, evaluations, and corrective actions. * Review independent contractor classifications for compliance. * Optimize HR systems for HRIS, timekeeping, and performance tracking. * Develop HR dashboards and KPIs (turnover, time-to-hire, training hours, skill development progress). * Review payroll and benefits vendors for cost-effectiveness and compliance. * Support leadership through growth, restructuring, and cultural initiatives. * Develop communication plans for HR programs and company-wide changes. * Facilitate alignment between production and organizational goals. Essential Skills * 7+ years of progressive HR leadership experience in manufacturing, production, or skilled-trade environments. * Experience in workforce planning, talent development, and organizational effectiveness. * Strong understanding of HR compliance, safety, and labor laws. * Exceptional communication, leadership coaching, and conflict-resolution skills. * Demonstrated success building HR processes in a growing or evolving company. * 4+ years of experience in a manufacturing environment. Additional Skills & Qualifications * SHRM-CP, SHRM-SCP, PHR, or SPHR certification. * Experience overseeing company size around 80-200. * Experience working on a small team; this will be the sole HR role. Work Environment The position is based in a manufacturing environment, with onsite work scheduled Monday through Friday from 8 AM to 5 PM. The culture is family-like, offering the opportunity to oversee HR operations as a sole HR professional, train and develop staff, and implement new systems, all within a great culture and customer-focused environment. Job Type & Location This is a Permanent position based out of Chandler, AZ. Pay and Benefits The pay range for this position is $90000.00 - $140000.00/yr. 401k Vision Health Dental Workplace Type This is a fully onsite position in Chandler,AZ. Application Deadline This position is anticipated to close on Dec 15, 2025. About Actalent Actalent is a global leader in engineering and sciences services and talent solutions. We help visionary companies advance their engineering and science initiatives through access to specialized experts who drive scale, innovation and speed to market. With a network of almost 30,000 consultants and more than 4,500 clients across the U.S., Canada, Asia and Europe, Actalent serves many of the Fortune 500. The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law. If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing due to a disability, please email actalentaccommodation@actalentservices.com for other accommodation options.

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

Job Description Optima Medical is an Arizona-based medical group consisting of 30 locations and over 130+ medical providers, who care for more than 200,000 patients statewide. Our mission is to improve the quality of life throughout Arizona by helping communities "Live Better, Live Longer" through personalized healthcare, with a focus on preventing the nation's top leading causes of death. We go beyond primary care with a full spectrum of services including cardiovascular health services, behavioral health, allergy testing and immunotherapy, in-house lab testing, imaging, chronic disease management, and other specialty health services. We aspire to aid the growth of our company by welcoming the most qualified and deserving candidates aboard. The ideal candidate will have experience in a fast-paced, patient-focused environment and a passion for delivering excellent service. Job Responsibilities: Developing and implementing human resources policies Ensuring compliance with laws and regulations Implementing HR strategies that support business objectives Improve morale and employee retention Maintaining employee records Managing staff wellness and performance reviews Identifying staffing needs Must be willing to travel Job Requirements: Bachelor's degree in human resource management or related 1-2 years experience as a Director of Human Resources 1-2 years experience at a medical company Excellent communication skills with high attention to detail Highly organized Superior interpersonal skills Demonstrated leadership abilities Knowledge of labor laws and regulations Strong people skills Willingness to travel Why join our team? Leadership and mentoring Resources to further career Aggressive bonus structure Fun work environment (lunches, events, holiday parties) Benefits (medical/vision/dental/401k/paid holidays) Supportive and positive work environment

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.

We are the makers of possible BD is one of the largest global medical technology companies in the world. Advancing the world of health is our Purpose, and it's no small feat. It takes the imagination and passion of all of us-from design and engineering to the manufacturing and marketing of our billions of MedTech products per year-to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you'll be supported to learn, grow and become your best self. Become a maker of possible with us. About Integrated Supply Chain at BD: ISC at BD encompasses end-to-end global operations including manufacturing, supply chain, procurement, logistics, and operational excellence. It plays a critical role in delivering high-quality products to customers efficiently and sustainably. Role Overview: The Associate Director, Human Resources - Peripheral Intervention Global Operations and Quality will serve as a key business partner to the Vice President of Integrated Supply Chain (ISC) and the Vice President of Quality for the Peripheral Intervention (PI) business unit. This role is based in Tempe, AZ and reports directly to the Senior Director, Human Resources Operational Performance (OP). As a member of the PI Operations and Quality Leadership teams, the Associate HR Director will provide strategic HR leadership and consultation to drive organizational effectiveness, talent strategy, and cultural transformation to the (PI) Global operations and quality organizations. This role will influence and support business outcomes by aligning HR strategies with business goals across multiple global sites including Tempe, AZ; Glens Falls, NY; Carol Stream, IL; Karlsruhe, Germany; and Enniscorthy, Ireland. As a member of the PI Operations, Human Resources, and Quality Leadership teams, you will provide coaching and strategic guidance in Talent Management and Succession Planning, Organizational Design and Development, Competency Analyses, Training and Development, Team Development, HR services delivery. You will partner closely with appropriate Center of Excellence (CoE) leads, to collaborate with managers on key topics including but not limited to organizational design structure, roles & responsibilities, staffing levels, compensation structure. Will also provide coaching to operations and quality leaders and supervisors at all levels, providing timely and constructive feedback to help them improve their leadership effectiveness. The following duties and responsibilities are intended to be representative of the work performed by the Associate HR Director in this position and are not all-inclusive: * Serve as a trusted advisor and strategic partner to the VP ISC and VP Quality, contributing to the development and execution of business strategies. * Development and implementation of short- and long-term Human Resources strategies aligned with the plant/strategic objectives and HR global strategy * Lead organizational design and change management initiatives to support business transformation and growth. * Uses business case methodology to capitalize on opportunities to lead change. * Provides consultative guidance for compensation and facilitates appropriate compensation reviews in partnership with Total Rewards. * Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization. * Champion a high-performance culture by advising leaders on performance management, employee engagement, and leadership effectiveness. * Drive talent management strategies including succession planning, leadership development, and workforce planning to build a strong leadership pipeline. * Provide strategic insights on organizational health, culture, and employee experience to inform business decisions. * Partner with global HR and business leaders to ensure alignment and consistency in HR practices across regions * Drives and supports the PI BD Excellence strategic plan along with ISC VP PI leader * Proactively leads and drives Associate Engagement and promotes Safety initiatives * Leads manufacturing/quality organizational planning and employee development activities. Acts as the talent adviser, facilitator and champion to ensure strong succession pipelines for critical roles * Other functions and special assignments as assigned Education & Experience Required: * Bachelor's degree or above required with significant course work in Business Human Resources Psychology or Law * Minimum of ten (10) years of Human Resources related experience required with all HR related fields including talent acquisition, retention, reward & recognition, development, organizational planning and design, organizational change etc. * Experience working in mid to large complex environments and matrixed organization strongly preferred. Knowledge, Skills & Abilities * 5 years of management experience required * Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly operating associates to professional business functions over multi-geographies required * Proven ability to assess situations quickly and experience developing short- and long-term strategies and implementing them in the face of ambiguity required. * Must have the ability to interact with internal business partners to define, design and develop solutions to HR issues. * Ability to manage change through taking a proactive role in bringing about change and following proven change frameworks required. * Excellent communication and influencing skills across multiple levels, functions and cultures required. * Strong working knowledge of all local legal requirements related to Human Resources required. * Proficient in Microsoft Office Suite, especially Excel, Power Point, Word required. HR competencies * Business Acumen * Organization Design, Development & Effectiveness * Building/Developing High Performing Teams * Leading and Managing Change * HR Integrator, Analytics, and Advocacy * Talent Assessor and Developer At BD, we prioritize on-site collaboration because we believe it fosters creativity, innovation, and effective problem-solving, which are essential in the fast-paced healthcare industry. For most roles, we require a minimum of 4 days of in-office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work-life balance. Remote or field-based positions will have different workplace arrangements which will be indicated in the job posting. For certain roles at BD, employment is contingent upon the Company's receipt of sufficient proof that you are fully vaccinated against COVID-19. In some locations, testing for COVID-19 may be available and/or required. Consistent with BD's Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law. Why Join Us? A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It's also a place where we help each other be great, we do what's right, we hold each other accountable, and learn and improve every day. To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you'll discover a culture in which you can learn, grow, and thrive. And find satisfaction in doing your part to make the world a better place. To learn more about BD visit ********************** Becton, Dickinson, and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally-protected characteristics. #CLOLI Required Skills Optional Skills . Primary Work Location USA AZ - Tempe BPV Building 1 Additional Locations Work Shift

: Meade Engineering is a full-service design firm specializing in innovative and cost-effective engineering solutions for data centers, cloud providers, and large-scale construction projects. Our team of expert engineers, designers, and consultants is dedicated to delivering high-quality, reliable, and sustainable solutions that drive the industry forward. At Meade Engineering, we foster a collaborative and dynamic work environment where creativity, technical excellence, and professional growth are at the forefront. We take pride in our commitment to innovation, efficiency, and superior service-values that not only define our projects but also shape our workplace culture. If you're looking to be part of a company that values expertise, teamwork, and cutting-edge design, we'd love to hear from you! Job Description: Meade Engineering is seeking an experienced and hands-on Director of Human Resources to help lead the next phase of organizational growth and scale. This role will serve as a strategic partner to the Vice President of Talent & Culture and a key member of the leadership team responsible for driving excellence across recruiting and core HR operations. The ideal candidate is both a builder and a leader, equally comfortable rolling up their sleeves to execute while developing systems, teams, and processes that will scale with a fast-growing engineering organization. Initially, this position will oversee the recruiting function to meet aggressive headcount goals. As the company continues to expand, the role will transition to lead the broader HR team, including HR Managers, Generalists, and Business Partners, focusing on strengthening organizational infrastructure, compliance, and employee experience. Job Duties: Leadership & HR Strategy Partner with the VP of Talent & Culture to develop and execute the HR strategy that aligns with Meade's growth, culture, and business objectives. Serve as a trusted advisor to leadership and managers on all areas of people strategy, including workforce planning, organizational design, performance, and engagement. Translate strategic priorities into actionable plans that strengthen HR service delivery, compliance, and scalability. Establish and maintain consistent HR processes, documentation, and reporting standards across the organization. Represent HR as a collaborative, solutions-oriented function that supports both business performance and employee success. Recruiting & Talent Acquisition Leadership (Initial Focus) Lead and manage the recruiting team to deliver high-quality, timely hires across all departments and levels of the organization. Partner closely with department heads to understand current and future staffing needs and ensure alignment with headcount planning and budgeting. Optimize recruiting workflows, performance metrics, and vendor partnerships to enhance efficiency and candidate experience. Oversee employment branding, sourcing strategies, and offer processes to ensure consistency, equity, and competitiveness. Build relationships with third-party recruiting agencies and manage service agreements, fee structures, and performance metrics. Ensure smooth transitions between recruiting, onboarding, and HR operations. Core HR Operations (Future State) Oversee the day-to-day HR operations team, including HR Managers, Generalists, and Business Partners as the department grows. Maintain compliance with federal, state, and local employment laws, ensuring timely updates to policies and practices. Oversee HR systems (HRIS, ATS, and related tools) to ensure data integrity, efficient workflows, and actionable reporting. Partner with Finance and IT on cross-functional initiatives, including platform implementations and policy development. Contribute to compensation benchmarking, pay equity reviews, and job architecture initiatives. Provide coaching and development to HR staff to promote growth, accountability, and collaboration across the function. Culture, Engagement & Employee Experience Support initiatives that strengthen Meade's culture and employee engagement, ensuring a consistent employee experience from recruitment through retention. Partner with the VP of Talent & Culture to execute companywide programs such as performance management, recognition, and career pathing. Promote Meade's Leadership Principles and values across all HR touchpoints. Continuously identify opportunities to enhance internal communication, leadership capability, and employee belonging. Qualifications: 8+ years of progressive HR experience, including at least 5 years in a leadership or management capacity. Proven experience leading full-cycle HR programs with emphasis on recruiting, compliance, and organizational development. Strong knowledge of employment law, HR operations, and HR best practices across multi-state workforces. Demonstrated ability to build and scale HR teams and processes in a fast-paced, high-growth environment. Excellent written and verbal communication skills, with the ability to influence and build trust across all levels of the organization. Strong project management and organizational skills with a balance of strategic and tactical execution. Proficiency in HR systems (e.g., ADP, Rippling, Greenhouse, or similar HRIS/ATS platforms) and Microsoft Office Suite. Ability to exercise sound judgment, maintain confidentiality, and handle sensitive matters with discretion and professionalism. Preferred Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HRCI/SHRM certification preferred). Experience in the engineering, construction, or technical services industry supporting field and corporate teams. Background leading HR in a scaling, multi-state organization. Strong analytical skills with experience using data to inform HR strategy and decision-making. Passion for fostering an inclusive, high-performance culture rooted in collaboration and accountability. Benefits: All full-time employees receive a comprehensive benefit package that includes, but is not limited to, medical, dental, and vision insurance with 100% of medical premiums covered by the employer, short and long-term disability insurance, life insurance, a 401(k), vacation time, paid holidays off, and yearly performance-based bonus eligibility. MEI is an Equal Employment Opportunity employer. We do not discriminate based on race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, veteran status, or any other protected characteristic under applicable laws. We believe in equal employment opportunities for all and encourage individuals from all backgrounds to apply. Job Posted by ApplicantPro

SummaryJob Description We are the makers of possible BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it's no small feat. It takes the imagination and passion of all of us-from design and engineering to the manufacturing and marketing of our billions of MedTech products per year-to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you'll be supported to learn, grow and become your best self. Become a maker of possible with us. About Integrated Supply Chain at BD: ISC at BD encompasses end-to-end global operations including manufacturing, supply chain, procurement, logistics, and operational excellence. It plays a critical role in delivering high-quality products to customers efficiently and sustainably. Role Overview: The Associate Director, Human Resources - Peripheral Intervention Global Operations and Quality will serve as a key business partner to the Vice President of Integrated Supply Chain (ISC) and the Vice President of Quality for the Peripheral Intervention (PI) business unit. This role is based in Tempe, AZ and reports directly to the Senior Director, Human Resources Operational Performance (OP). As a member of the PI Operations and Quality Leadership teams, the Associate HR Director will provide strategic HR leadership and consultation to drive organizational effectiveness, talent strategy, and cultural transformation to the (PI) Global operations and quality organizations. This role will influence and support business outcomes by aligning HR strategies with business goals across multiple global sites including Tempe, AZ; Glens Falls, NY; Carol Stream, IL; Karlsruhe, Germany; and Enniscorthy, Ireland. As a member of the PI Operations, Human Resources, and Quality Leadership teams, you will provide coaching and strategic guidance in Talent Management and Succession Planning, Organizational Design and Development, Competency Analyses, Training and Development, Team Development, HR services delivery. You will partner closely with appropriate Center of Excellence (CoE) leads, to collaborate with managers on key topics including but not limited to organizational design structure, roles & responsibilities, staffing levels, compensation structure. Will also provide coaching to operations and quality leaders and supervisors at all levels, providing timely and constructive feedback to help them improve their leadership effectiveness. The following duties and responsibilities are intended to be representative of the work performed by the Associate HR Director in this position and are not all-inclusive: Serve as a trusted advisor and strategic partner to the VP ISC and VP Quality, contributing to the development and execution of business strategies. Development and implementation of short- and long-term Human Resources strategies aligned with the plant/strategic objectives and HR global strategy Lead organizational design and change management initiatives to support business transformation and growth. Uses business case methodology to capitalize on opportunities to lead change. Provides consultative guidance for compensation and facilitates appropriate compensation reviews in partnership with Total Rewards. Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization. Champion a high-performance culture by advising leaders on performance management, employee engagement, and leadership effectiveness. Drive talent management strategies including succession planning, leadership development, and workforce planning to build a strong leadership pipeline. Provide strategic insights on organizational health, culture, and employee experience to inform business decisions. Partner with global HR and business leaders to ensure alignment and consistency in HR practices across regions Drives and supports the PI BD Excellence strategic plan along with ISC VP PI leader Proactively leads and drives Associate Engagement and promotes Safety initiatives Leads manufacturing/quality organizational planning and employee development activities. Acts as the talent adviser, facilitator and champion to ensure strong succession pipelines for critical roles Other functions and special assignments as assigned Education & Experience Required: Bachelor's degree or above required with significant course work in Business Human Resources Psychology or Law Minimum of ten (10) years of Human Resources related experience required with all HR related fields including talent acquisition, retention, reward & recognition, development, organizational planning and design, organizational change etc. Experience working in mid to large complex environments and matrixed organization strongly preferred. Knowledge, Skills & Abilities 5 years of management experience required Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly operating associates to professional business functions over multi-geographies required Proven ability to assess situations quickly and experience developing short- and long-term strategies and implementing them in the face of ambiguity required. Must have the ability to interact with internal business partners to define, design and develop solutions to HR issues. Ability to manage change through taking a proactive role in bringing about change and following proven change frameworks required. Excellent communication and influencing skills across multiple levels, functions and cultures required. Strong working knowledge of all local legal requirements related to Human Resources required. Proficient in Microsoft Office Suite, especially Excel, Power Point, Word required. HR competencies Business Acumen Organization Design, Development & Effectiveness Building/Developing High Performing Teams Leading and Managing Change HR Integrator, Analytics, and Advocacy Talent Assessor and Developer At BD, we prioritize on-site collaboration because we believe it fosters creativity, innovation, and effective problem-solving, which are essential in the fast-paced healthcare industry. For most roles, we require a minimum of 4 days of in-office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work-life balance. Remote or field-based positions will have different workplace arrangements which will be indicated in the job posting. For certain roles at BD, employment is contingent upon the Company's receipt of sufficient proof that you are fully vaccinated against COVID-19. In some locations, testing for COVID-19 may be available and/or required. Consistent with BD's Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law. Why Join Us? A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It's also a place where we help each other be great, we do what's right, we hold each other accountable, and learn and improve every day. To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you'll discover a culture in which you can learn, grow, and thrive. And find satisfaction in doing your part to make the world a better place. To learn more about BD visit ********************** Becton, Dickinson, and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally-protected characteristics. #CLOLI Required Skills Optional Skills . Primary Work LocationUSA AZ - Tempe BPV Building 1Additional LocationsWork Shift

This is a West Coast role, candidate should reside in Pacific or Mountain time zone. Why Work Here * Headquarters is in Charlotte, NC * Recently expanded to nearshore * isolved ranked for SMB Payroll in 2023 Sapient Report * Voted top places to work in USA 2023 The isolved HR Consultant is responsible for identifying, evaluating, and resolving HR related issues for customers and provide support to customer projects. HR Consultants are the backbone of the department, supporting nearly all client and department initiatives. Enhanced knowledge of isolved functionality is required. Level II is dependent upon ability to take on more complex projects, heightened communication and time management skills, and department need. Core Job Duties * Manage a queue of inquiries/requests/projects in support of the Defined HR team/clients. Provides client support advising on HR topics received via on-demand phone and email support. Know when to escalate complex situations to HR Business Partners or Senior HR Consultants. * Identify legal and governmental reporting regulations affecting HR practices and ensuring that customer policies, procedures and processes are in compliance. * Maintain working knowledge of multi-state employment law compliance to best serve all isolved clients. * Draft customer position descriptions and employee handbooks; participate in client meetings for same. * Support clients and/or HR Business Partners on projects such as HR compliance audit for customers, FLSA and Independent Contractor Analyses, etc. * Communicates efficiently and effectively with all stakeholders over the phone, via email, using Microsoft Teams, etc. * Maintain total confidentiality with customer and company information. * Work toward continuous quality improvement. * Stay current with changing technology, including software programs. * Uphold, support, and promote all company policies and procedures. * Independently and accurately advise on leave of absence guidance related questions via phone and email for Expert Clients * Proficiently handle majority of on-demand phone and email support inquiries * Independently lead handbook and position description meetings with clients * Develop custom forms and policies as requested Minimum Qualifications * Proficient in multi-jurisdictional HR compliance. * Proven effective oral and written communications skills. * Strong skills in using Microsoft Office applications (particularly Excel and Word) and Adobe Flyer. * Have excellent customer service and relationship-building skills. Be professional and approachable, with the ability to provide quality customer service to multiple diverse work groups. * Have strong time management skills. Able to handle multiple priorities simultaneously. Must be able to handle disruptions without allowing them to affect delivery of quality and timely services. * Be detail-oriented, accurate, organized, and proficient in professional communications. * Be a self-starter and collect and analyze data, as well as problem solve in a fast-paced environment. * Bachelor's degree (B. A.) from four-year college or university; three (3) to five (5) years related HR Generalist experience and/or training for HR Consultant II; or equivalent combination of education and experience. * PHR and/or SHRM-CP -preferred About isolved isolved is an employee experience leader, providing intuitive, people-first HCM (Human Capital Management) technology. Our solutions are delivered directly or through our partner network to more than five million employees and 145,000 employers - who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, seamlessly connects and manages the employee journey across talent management, HR & payroll, workforce management and engagement management functions. No matter the industry, we help high-growth organizations employ, enable and empower their workforce by transforming employee experience for a better today and a better tomorrow. For more information, visit ******************* EEO Statement isolved is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. isolved is a progressive and open-minded meritocracy. If you are smart and good at what you do, come as you are. Disability Accommodation Visit ************************** for more information regarding our incredible culture and focus on our employee experience. Visit ************************* for a comprehensive list of our employee total rewards offerings. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions outlined above. #LI-KJ1

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

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Mark-Taylor is the region's longest-standing investment manager, developer and owner of Class-A multifamily real estate on behalf of numerous third-party owners. We are proud to be recognized as Ranking Arizona s #1 Multifamily Builder and Manager, a Best Place to Work in the Multifamily Industry, Healthiest Employer by the Phoenix Business Journal, and more. As our portfolio continues to grow, so does our Human Resources and People Team! Mark-Taylor is hiring a Human Resources Specialist. As the Human Resources Specialist, you will work primarily out of our Corporate Office located in the McCormick Ranch neighborhood of Scottdale, Arizona. You will travel as needed to our various communities and throughout the Phoenix valley. As the Human Resources Specialist, you will focus on managing and optimizing employee benefits programs, supporting general HR functions, and assisting with talent acquisition. You're Excited About This Role Because You Will: Act as a point of contact for employees and managers, providing support and guidance with resolving issues related to employee relations, performance concerns, disciplinary actions, and policy interpretation. Coach and guide leaders in handling of performance issues with employees. Promptly investigate complaints/issues and provide recommendation to Implement programs that seek to increase retention rates and foster employee job satisfaction and high morale. Provide support in developing and implementing compensation and benefits programs that are competitive, fair, and aligned with the organization s goals. Coach and counsel management and employees on Human Resources policies, procedures, and laws to ensure consistency and minimum exposure to liability. Facilitate effective communication channels to promote employee engagement, disseminate important information, and foster a positive work environment. Provide ongoing feedback to HR management regarding specific area needs, opportunities for improvement, etc. This position must serve as an effective two-way communication source between the field and corporate HR. Understand the HR team members responsibility is to create a 5-star employee experience from hire to rehire. Manage the content on the Employee Resources pages on our intranet. Manage the performance review process. We're Excited to Meet You! Ideally, You Will Bring: Bachelor s degree in Human Resources, Business Administration, or related field. Relevant certifications (PHR, SPHR) are a plus. 7+ years of progressive HR experience, with at least 2-3 years in a business partner role. Solid understanding of HR principles, employment laws, and best practices. Excellent interpersonal and communication skills, both verbal and written. Ability to build strong relationships with leaders at all levels of the organization. Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities effectively. Maintain a high level of integrity and handle confidential and sensitive information with discretion. Strong analytical and problem-solving skills with the ability to identify issues, evaluate options, and implement effective solutions. Proficient with Microsoft Office products, including intermediate Excel knowledge. Why You ll Love Working at Mark-Taylor: Opportunities for career growth Employee referral program Paid time off, paid sick time, paid holidays, paid volunteer time Medical, dental, vision benefits, including paid parental leave 401k with company match Employee appreciation events MT Wellness program with optional Gympass membership Access to all Mark-Taylor Residential amenities (including our resort-style pools and fitness centers) Mark-Taylor is an equal opportunity employer and a drug-free workplace. All of our employees undergo pre-employment screening which includes drug testing. This position has the potential to evolve into a hybrid role after 90-days of employment.