Human resources manager jobs in Avondale, AZ

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

Mercor is recruiting **Human Resources Specialists who work in Administrative and Support and Waste Management and Remediation Services Sector** as independent contractors working on a research project **for one of the world's top AI companies. ** This project involves using your professional experience to design questions related to your occupation as a Human Resources Specialist. Applicants must: - Have **4+ years full-time work experience** as a Human Resources Specialist; and - **Be based in the US, UK, or Canada** Here are more details about the role: - We aim to make **the hourly compensation rate offered to you competitive based on your professional background and geographic location** (please note that the listed hourly compensation scale is for U. S. -based applicants and that that scale will differ depending on where a candidate is geographically based) - The work is **fully asynchronous** and can be done around your schedule - This project requires that you be able to commit a **minimum of 15 hours per week** - The work **will last for approximately 3-4 weeks after you begin the project** - Please note you will need access to a desktop or laptop computer for this project and that we **cannot accept applicants who use chromebook computers** With respect to pay and legal status: - **We can meet industry-standard compensation expectations for your current role** - We will pay you out weekly via Stripe Connect based on the number of project work hours that you log - You will be classified as an “at-will” contractor to Mercor - Please note that we **cannot currently support H1-B or STEM OPT status candidates**

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.

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

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. .

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

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

Work Schedule: Onsite, Monday-Friday Chandler Seeking an experienced HR Director to lead human resources strategy and operations. This role focuses on building and retaining a high-performing team in a production environment, driving capability building, organizational design, and workforce planning. It combines strategic leadership with hands-on execution. Responsibilities * Develop and implement HR strategies aligned with business objectives. * Lead workforce planning and succession planning for technical and leadership roles. * Optimize organizational structure and role clarity. * Build efficient recruiting processes for specialized talent. * Conduct compensation benchmarking and ensure equitable pay practices. * Create retention strategies focused on engagement and career development. * Maintain skills matrices and design mentorship programs. * Oversee onboarding, training, and leadership development initiatives. * Implement performance management systems and employee feedback tools. * Ensure compliance with labor laws, safety regulations, and HR policies. * Manage employment documentation and contractor classifications. * Optimize HR systems and develop dashboards for key metrics. * Support leadership through growth and organizational changes. Qualifications * 7+ years of progressive HR leadership experience, preferably in production or skilled-trade environments. * Strong knowledge of compliance, safety, and labor laws. * Proven success in workforce planning and talent development. * Excellent communication and conflict-resolution skills. * Certifications (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. 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 16, 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.

: 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

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

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.

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.

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

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.

Equity Methods seeks a results-focused, growth-oriented consulting professional to support and drive client engagements serving the chief human resources officers and compensation executives at Fortune 500 companies and beyond. Our HR practice offers you the ability to apply core economics, finance, and tax principles in a way that directly impacts the C-suite at client firms. As a Senior Associate in our HR Advisory practice group, you'll apply your previous 1-5 years of experience in economic or valuation consulting, management consulting, litigation consulting, or public accounting (tax, audit or advisory) to the world of compensation analytics, modeling, and strategy. If you enjoy problem-solving, are comfortable both excelling in client service and geeking out with technical models, and have a collaborative, client-focused mindset, then we would like to meet you and discuss this exciting role. The Role in a Nutshell While prior analytical professional services experience is a must, compensation-specific experience is not expected. Although every day will be different, Senior Associates will: Complete initial training in compensation projects, ranging from broad-based compensation issues to incentive design to statistical pay equity analysis. Contribute to compensation strategy projects, in which we are engaged by public and pre-IPO companies to recommend new broad-based incentive programs that support critical business objectives. Capture recommendations and analytics for external and internal audiences in superbly structured and clear PowerPoint presentations and Excel worksheets. Perform research using clients' 10-K and proxy statements to form viewpoints on market compensation practices, including pay levels, incentive structures, corporate governance, disclosure, and equity dilution. Support statistical analyses on topics such as gender pay equity, either as part of a client's proactive, internal strategy or in conjunction with litigation in which we are engaged as an expert. Analyze broad-based compensation benchmarking survey data to recommend employee pay levels in light of industry and peer practices. Develop detailed and dynamic models for equity dilution and share utilization in support of recommended compensation programs and levels of compensation by role. Depending on background (e.g., tax, valuation, or audit), contribute to compensation tax modeling, valuation, and accounting advisory engagements. Our Culture and Method of Doing Business We are: Zealous about exceptional client service and delighting every client, large or small. Lean and agile-we don't have manager layers that get to sit back and just talk. Growth-oriented-both in welcoming new clients into the fold and seeing professional development in our outstanding colleagues. Feedback-heavy-because that's how to unlock growth. Mentoring-rich-we're not a competitive, eat-what-you-kill culture, and our consultants achieve professional growth via hands-on client experience and feedback from leaders. All about impact-our professionals love the opportunity to make an impact on clients, each other, and the long-run trajectory of the business. Not a 9-to-5 job-because all the above items just take time, even for very smart and efficient people. About the HR Advisory Practice The HR Advisory (HRA) practice within Equity Methods excels in providing analytical rigor and superior client service. Our goal of client delight means we are always looking for new ways to improve our current service offerings. This ranges from analyzing problems in new ways to using visualization and plain-English, user-friendly deliverables. Attention to detail, knack for polish, and receptiveness to feedback are a few traits that help HRA consultants succeed. Competencies of the Successful Candidate Flexes and adapts to changing circumstances. We constantly face shifting priorities, challenging projects, and tight turnarounds. We try to bend to deliver to our clients during their greatest moments of need, which requires flexibility. Possesses exceptional written and verbal communication. Great client work product consists of rigorous analysis and highly polished materials, and we believe you can't have one without the other. Attention to detail, strong writing skills, and clear communication are musts. Thrives on feedback. Our team is focused forward on improvement and creating excellence, never backward on blame, and we seek out feedback to become better versions of ourselves. Thrives in an ambiguity-rich environment. As a result of pushing new boundaries, we often find ourselves outside of our individual and collective comfort zones. This spells ambiguity, the need for research, and a desire to experiment iteratively toward the right answer-which some people love and others do not. Works autonomously but is comfortable in groups. Much of the in-the-weeds work of our engagements requires our consultants to perform excellent analysis individually before sharing, testing, and iterating with the team. This requires doing great work with little to no oversight as well as comfort considering, discussing, and implementing others' viewpoints. Excels at data analysis and visualization. Many engagements involve some sort of modeling and analysis. We are known for drawing rich insights from data and communicating it in a plain-English, visualization-heavy way to our clients. Qualifications & Requirements 1 - 5 years of experience in a relevant or adjacent consulting field, including litigation support, economic or valuation consulting, tax, management/strategy consulting, or public accounting. Prior experience in compensation is not required. Strong Excel skills and the ability to design robust, insight-rich models. Above-average PowerPoint and presentation skills (organizing content clearly and professionally). Bachelors or Masters in a business discipline or one that relates to the role. Strong detail- and accuracy-orientation. Successful candidate must demonstrate attention-to-detail with regard to internal and external communication, creating and reviewing deliverables, and performing modeling analyses. Ability and willingness to think critically and solve “out-of-the-box” problems independently. Background check required. More About Equity Methods Equity Methods serves a diverse clientele from dozens of Fortune 500 firms to early-stage pre-IPO firms. We have served 40 Fortune 100 firms all the way to early-stage venture-backed organizations. Our clients span the entire United States, in addition to some in Canada, South America, and Europe. We offer a diverse array of services that solve mission-critical priorities within corporate accounting and human resources functions. At our size of ~100 professionals and countless brand-name clients, we combine the best of a large professional services firm with the best of an entrepreneurial growth venture. The culture fosters excellence in client service, innovation, collaboration, and continuous improvement. We have a bias toward promoting from within and we celebrate the diverse strengths of our colleagues. We have consistently been rated a Top Company to Work for in Arizona.

Job Details Goodyear Office - Goodyear, AZ 4 Year DegreeDescription GENERAL FUNCTION: Under the direction of the Owner, Executive Director, Program Administrator; Resource Trainer is responsible for training employees in state mandated topics. Resource Trainer is responsible for providing progress update on ILS/SLS/AST consumers upon authorization expiration. Resource Trainer will utilize outside resources to facilitate services for consumers with disabilities. Roman Empire services aim to increase consumer independence by providing independent living skills to adults with developmental disabilities. ESSENTIAL DUTIES AND RESPONSIBILITIES: Complete orientation forums to ensure staff are properly trained Train existing staff in state mandated topics and various topics relating to special education, adaptive skills, independent living skills, applied behavior analysis, or related topics; Conduct small group trainings Conduct all staff trainings will be held each quarter at each office; Alhambra, Van Nuys, Lancaster Weekly email updates on assigned tasks and duties completed Establishing partnership with various community resources; educating the community about services provided Complete progress reports for consumers with upcoming expiring authorization; complete any revisions, as needed Complete initial assessments for incoming consumers; complete any revisions, as needed Complete various projects, as needed. Work Hours: Monday - Friday, 8:30am to 5:00pm (accessibility after hours/weekends, if needed) Location: Goodyear, AZ or Scottsdale, AZ Qualifications KNOWLEDGE AND REQUIREMENTS: Ability to be creative, proactive and sensitive in solving consumer's problem and complex issues Must possess strong administrative and organizational skills; experience with Microsoft Word, Excel and PowerPoint Strong Communication Skills Valid CPR/First Aid certification, Valid Class "C" Driver's License and Valid Auto Insurance, TB test EDUCA TION: MA/MS in Human Resources, Management, Public Administration or related field 5 years' supervisory experience

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.

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!

Job Details Goodyear Office - Goodyear, AZ 4 Year DegreeDescription GENERAL FUNCTION: Under the direction of the Owner, Executive Director, Program Administrator; Resource Trainer is responsible for training employees in state mandated topics. Resource Trainer is responsible for providing progress update on ILS/SLS/AST consumers upon authorization expiration. Resource Trainer will utilize outside resources to facilitate services for consumers with disabilities. Roman Empire services aim to increase consumer independence by providing independent living skills to adults with developmental disabilities. ESSENTIAL DUTIES AND RESPONSIBILITIES: Complete orientation forums to ensure staff are properly trained Train existing staff in state mandated topics and various topics relating to special education, adaptive skills, independent living skills, applied behavior analysis, or related topics; Conduct small group trainings Conduct all staff trainings will be held each quarter at each office; Alhambra, Van Nuys, Lancaster Weekly email updates on assigned tasks and duties completed Establishing partnership with various community resources; educating the community about services provided Complete progress reports for consumers with upcoming expiring authorization; complete any revisions, as needed Complete initial assessments for incoming consumers; complete any revisions, as needed Complete various projects, as needed. Work Hours: Monday - Friday, 8:30am to 5:00pm (accessibility after hours/weekends, if needed) Qualifications KNOWLEDGE AND REQUIREMENTS: Ability to be creative, proactive and sensitive in solving consumer's problem and complex issues Must possess strong administrative and organizational skills; experience with Microsoft Word, Excel and PowerPoint Strong Communication Skills Valid CPR/First Aid certification, Valid Class "C" Driver's License and Valid Auto Insurance, TB test EDUCA TION: MA/MS in Human Resources, Management, Public Administration or related field 5 years' supervisory experience