Human resources manager jobs in Phoenix, AZ

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

HR Program Manager, Classification and Compensation Type: Public Job ID: 131705 County: East Maricopa Contact Information: Scottsdale Community College 9000 E. Chaparral Road Scottsdale, Arizona 85256 District Website Contact: SCC-HR Phone: ********** Fax: District Email Job Description: HR Program Manager, Classification and Compensation Job ID: 322205 Location: District Support Services Cntr Full/Part Time: Full Time Regular/Temporary: Regular Salary Range $90,250.00 - $117,325.00/annually, DOE Grade 122 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 The HR Program Manager, Classification and Compensation, provides strategic oversight and management of district-wide classification and compensation programs to support organizational goals and objectives. This role leads cross-functional collaboration, research, and continuous improvement initiatives to ensure program effectiveness, operational alignment, and measurable impact. The position conducts detailed job analysis, market research, and pay equity reviews while ensuring compliance with relevant laws, policies, and standards. The HR Program Manager, Classification and Compensation serves as a key consultant and subject matter expert to leaders and stakeholders, promoting consistency, transparency, and informed decision-making across the District. Essential Functions 30% Strategic Oversight of Classification & Compensation Programs * Responsible for strategic oversight and management of classification and compensation programs that support organizational goals and objectives. * Ensures programs and operations are aligned with business needs, measured for impact, and continuously improved in collaboration with HR leaders, business partners, and stakeholders. * May include the oversight of staff. 15% Job Analysis, Market Research & Classification Management * Performs and leads detailed analyses of job functions, essential duties, and classification descriptions. * Conducts job evaluations and market research, develops and updates job classification specifications, and ensures consistency and alignment across the District. * Analyzes and applies salary market data to support pay structures and equitable compensation decisions. 15% Program Administration, Process Improvement & Compliance * Administers and enhances program standards and processes, contributes to strategic planning, and develops recommendations for changes or enhancements. * Ensures district-wide compliance with applicable regulations, policies, and standards related to classification and compensation while monitoring and resolving escalated issues. 15% Data Analysis, Reporting & Technical Expertise * Collects, compiles, and analyzes HR data, metrics, and trends to inform recommendations and decision-making. * Prepares complex reports, proposals, and presentations. * Provides technical assistance, consultation, and policy interpretation to HR partners and stakeholders. 15% Leadership & Project Management (as assigned) * Provides leadership through operational planning, project coordination, and delegation of work. * May oversee daily operations, supervise staff, and participate in hiring, training, evaluation, and disciplinary actions. * Manages resources and prioritizes initiatives in alignment with organizational objectives. 10% Collaboration, Communication & Stakeholder Engagement * Leads cross-functional collaboration on classification and compensation initiatives. * Communicates policies, practices, and program requirements to employees and leaders. * Presents information to diverse audiences, promotes consistent application of standards, and supports change management efforts. Minimum Qualifications Bachelor's degree from a regionally accredited institution and four (4) years of work experience which involves the administration, analyses, and/or support of classification or compensation projects, programs, and/or initiatives, or four (4) years of experience performing data or business analysis which includes responsibilities such as data interpretation and visualization, data validation, organizational evaluation, modeling and forecasting, operational or market analysis, and/or analytical reporting. At least two (2) years of the required experience must be in a lead or supervisory role. OR An equivalent combination of education and/or 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. Education or certification supporting the technical nature of the role 2. Experience working in municipal or higher-education environment 3. Project management experience 4. Experience with qualitative and quantitative research methods Special Working Conditions May be required to sit for a prolonged period of time, viewing a computer monitor Work schedule varies, may be required to work evenings and weekends May be required to lift or carry up to 25lbs. How to Apply Applicants are required to submit a resume showing how the applicant meets the minimum and desired qualifications. Submitting a cover letter is strongly encouraged. 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 (must include number of hours worked) * 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 Wednesday, 01/06/2026 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-98f5048973b24845aa3b22be9c77a0de Other: To apply, visit ***************************

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.

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

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

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

Since 1991, Collabera has been a leading provider of IT staffing solutions and services. We are known for providing the best staffing experience and taking great care of our clients and employees. Our client-centric model provides focus, commitment and a dedicated team to help our clients achieve their business objectives. For consultants and employees, we offer an enriching experience that promotes career growth and lifelong learning. Company Snapshot: Over 12,000 professionals in over 40 locations across 3 continents Top 10 U.S. IT Staffing Firm Largest minority-owned U.S. IT Staffing Firm Top supplier to Fortune 500 companies Staffing Industry Analysts' "Best Staffing Firms to Work For" recognition 5 years in a row Job Description This role will be part of a regional Employee Relations (ER) Center of Excellence and will be responsible for compiling and processing separation documents for employees whose active employment ends as a result of re-engineering or traditional business transformation. This position will support multiple sites and businesses throughout the U.S. with a specific focus in their geographic region. This individual is responsible for processing, creating, and executing severance contracts and ensuring compliance with policies, practices and applicable employment legislation. The Employee Relations Severance Consultant is responsible for assisting in the preparation and fulfilment of severance agreements, and heavy data entry to the development and implementation of Employee Relations programs based on line of business goals and HR strategy. The Employee Relations Severance Consultant is required to effectively partner and consult with business partners throughout American Express to include, HR RL community, Compliance, Safety, Security, Health Services, and General Counsel's Office. This role will receive directive and guidance from a Employee Relations Manager and the Senior Severance Consultant. Qualifications Minimum 1-2 years Human Resources experience or equivalent work related experience with HR Policies, Labor Relations, Employment Law, and regulations. Strong understanding of employee relations and employment law preferred. Bachelor's degree and minimum of PHR certification preferred. Strong demonstrated ability to set priorities, effectively manage time, manage multiple responsibilities and deliver against deadlines requiring the ability to prioritize work and handle multiple demands and competing priorities. Excellent interpersonal skills with experience dealing with different levels in an organization. Excellent verbal and written communication skills. High accuracy with Data Entry Ability to analyse data, identify trends, link recent issues to what may be happening in the current environment and make recommendations to the business on how to pro actively address. Excellent decision making skills including: problem solving, critical thinking and follow-up skills coupled with a high degree of sensitivity and good judgement. Demonstrated ability to maintain objectivity and confidentiality. Advanced knowledge of Microsoft Office Applications, People Soft, and Lotus Notes Databases. Additional Information If you have any further questions feel free to reach: Vishwas Jaggi Technical Recruiter ************

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.

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

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

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

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

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

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.

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

Responsibilities Sentinel is looking for an HRIS Specialist to join our client's team. This person would be working directly with the Human Resources team to resolve issues, customize settings, build reports, support integrations and train front line users on their HRIS and other HR systems. This position will also perform a variety of simple to complex human resources administrative functions to support the shared services platform. The schedule for this role is four 10 hour days (Monday - Thursday) as they are closed on Fridays. This is a full time role, reporting onsite to the client location in Mesa, AZ. Qualifications Bachelor's degree in Human Resources, Information Technology, or a related field. 2+ years of experience in HRIS administration, implementation, or maintenance. Proficiency with HRIS software, databases, and reporting tools (Cornerstone, Exponent, or Salary.com experience preferred). Strong analytical and problem-solving skills with the ability to identify process improvements and link functional needs to technical solutions. Demonstrated experience managing multiple priorities and meeting deadlines. Advanced proficiency in Microsoft Excel (Pivot Tables, Formulas), as well as Word, Outlook, and PowerPoint. Highly accurate, detail-oriented, and committed to quality work. Excellent communication and interpersonal skills with the ability to build relationships across departments. The candidate must have a car, as this position requires travel between location and the transportation of equipment A valid driver's license and proof of vehicle insurance will be required Legally authorized to work in the US without sponsorship Applicants selected for employment must show proof of U.S. Person status before employment may begin. Must demonstrate a “can-do” attitude We focus on candidates that display our “ACE” factor - Attitude, Compassion, and Enthusiasm to deliver quality solutions with exceptional customer service. What you get: Generous paid time off and Holiday Pay Medical, Dental and Vision Insurance 401(K), employee assistance programs, health savings account Overview MOTIVATED…..make IT happen! Sentinel Technologies, Inc. has been rated a top workplace every year since 2012! About Us: Sentinel delivers solutions that can efficiently address a range of IT needs - from security, to communications, to systems & networks, to software applications, to cloud and managed services; all of which include our staffing solutions for our clients. Since 1982, Sentinel has grown from providing technology maintenance services to our current standing as one of the leading IT services and solutions provider in the US. We have aligned with many of today's global technology leaders including Cisco, Dell, VMware and Microsoft. Sentinel services customers both nationally and internationally with primary support operating centers in Downers Grove (HQ), Chicago, and Springfield, IL; Phoenix, AZ.; Lansing, and Grand Rapids, MI; Milwaukee, WI; and Denver, CO. If you are MOTIVATED… you can make IT happen at Sentinel. Our commitment to our employees is to create a work environment that encourages creativity, an entrepreneurial spirit, fosters growth through certification and hands-on training, and values a team-oriented culture with rewards based on impact! If you share our passion about what technology can do and want to be part of a top workplace environment - we'd like to have you join our team. Learn more at ************************* As part of Sentinel's employment process, candidates will be required to complete a background check. Only those who meet the minimum requirements will be contacted. No phone calls please. Sentinel is proud to be an equal opportunity employer including disability and veterans. In accordance with Title VII and state regulations, all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, marital status, pregnancy, genetics, disability, military, veteran status or any other basis protected by law. If you are an individual with a disability and need assistance in applying for a position, please contact ************************. The “Know Your Rights” Poster is available here ******************************************************************************************** Sentinel EEO Policy Statement is available here. **************************************** JFNDNP

Do you want to grow your roots in the Cannabis industry? Are you experienced in HR or administrative work? Apply to join the Sonoran Roots team. Sonoran Roots is looking for a highly motivated and reliable individual to join our team as a HR Associate. ABOUT THE COMPANY: Sonoran Roots is a vertically integrated, craft cannabis company headquartered in Tempe, Arizona. As an independent and locally owned company founded by Arizona natives, Sonoran Roots maintains a focus on producing high-quality, clean, and compliant cannabis products for its customers. The company owns and operates three cultivation facilities (Mesa & Tempe), a state-of-the-art extraction lab (Tempe), and well-established retail dispensaries (Glendale, Chandler, Phoenix, Queen Creek, Tempe-Mesa, Mesa, Flagstaff, Tucson). Our family of brands is well known for quality in the Arizona market and includes Sonoran Roots Cannabis, Canamo Concentrates, and Ponderosa Dispensary. Achievements: Cannabis Business Times 2024 Best Cannabis Companies To Work For | Cultivation "Best Cannabis Vape" - Canamo - in the Best of Phoenix Readers' Choice 2024 "Best Dispensary for Service" - Ponderosa - in the Best of Phoenix Readers' Choice 2024 "Best Flower Brand" - Sonoran Roots - in the Best of Phoenix Readers' Choice 2024 Our Mission: Provide the most consistent, high-quality products and services to the patients, customers, and dispensaries of Arizona, while making a lasting, positive impact on employees and the community. Our Values: R: Respect - Treat people with appreciation and dignity O: Open-Mindedness - Be willing to listen to other ideas and consider alternative solutions O: Opportunity - look at any obstacle as the means to creating possibility T: Teamwork - the whole is greater than the sum of the parts S: Sincerity - take pride in your work and be mindful in how your actions impact others ABOUT THE POSITION: The Human Resource Associate is responsible for supporting and enhancing recruitment and staffing efforts across all departments, including managing the hiring process for both staff and contractors. This role involves key tasks such as job posting, applicant screening, interview scheduling, and overseeing onboarding procedures. Additionally, the coordinator maintains the HRIS system, develops and tracks various reports, and seeks to improve operational processes. While the focus is on recruitment and administrative tasks, the role also includes general HR support as needed. JOB DUTIES AND RESPONSIBILITIES Recruitment Support: Assist in all aspects of the recruitment process, including posting job openings, reviewing resumes, coordinating interviews, and managing candidate communications. Onboarding Management: Facilitate a seamless onboarding experience by preparing offer letters, conducting background checks, verifying credentials, and ensuring completion of all necessary documentation. New Employee Integration: Lead new employee orientations, fostering smooth integration into company culture and policies. Employee Records Maintenance: Maintain accurate and up-to-date employee records, including personal details, employment contracts, certifications, and training records, while ensuring compliance with state and federal regulations. Confidentiality Assurance: Safeguard the confidentiality and security of all employee records in accordance with cannabis industry standards. HR Database Management: Oversee HR databases, including those for time and attendance, payroll, and benefits, ensuring data integrity. Customer Service: Address employee inquiries and requests, providing clear and timely information. Compliance: Complete and maintain Forms I-9, including documentation verification and record-keeping. FA Card Tracking: Track the Facility Agent (FA) Card process for all employees, proactively reaching out three months before expiration to ensure timely renewals. Cultural and Engagement Initiatives: Assist in promoting a positive workplace culture through support of diversity, equity, inclusion initiatives, and the coordination of employee engagement activities. 90-Day Review Process: Take responsibility for tracking and maintaining the 90-day review process, working closely with managers to ensure timely completion and follow-up on their end. Administrative Support: Provide comprehensive administrative support, including document preparation, correspondence handling, and meeting coordination. Special Projects: Assist with HR-related special projects as needed, ensuring timely completion. General HR Duties: Manage various clerical tasks such as photocopying, scanning, filing, and document management, and support HR team members with other duties as assigned. MINIMUM QUALIFICATIONS (Required): Proven experience in sourcing, interviewing, and onboarding employees, including the creation of job descriptions and conducting thorough background checks. Strong working knowledge of human resource principles, practices, and procedures. Exceptional verbal and written communication skills, with the ability to convey information clearly and effectively. Outstanding interpersonal and customer service skills, fostering positive relationships with both employees and management. Strong organizational skills and keen attention to detail, ensuring accuracy in all tasks. Excellent time management abilities, consistently meeting deadlines in a fast-paced and sometimes high-pressure environment. Proficiency in Google Suite, along with experience in HRIS and ATS platforms. Commitment to integrity, recognizing that honesty is the best policy in all interactions and responsibilities. ADDITIONAL QUALIFICATIONS (Preferred): Bachelor's Degree in Human Resources, Business Administration, or a related field (or in progress). Previous internship or work experience in human resources or a related field, demonstrating familiarity with basic HR functions. Experience with HRIS and ATS platforms, even at a basic or introductory level. Exposure to recruitment processes, including resume screening, conducting interviews, and onboarding. Understanding of employment laws and regulations, even if from coursework or entry-level experience. ADDITIONAL INFORMATION: Pay Rate: $23.00 per hour Benefits: Additionally, all FULL TIME Sonoran Roots employees receive: Health insurance plans. Annual performance and pay review. Year-end bonus eligibility for every employee. Monthly rewards points for free products at Ponderosa Dispensary, so you can sample what you are helping to promote. Employee discount (25%) at Ponderosa Dispensary. Employee Referral Bonus - $250 if you refer someone who gets hired!! (conditions apply). License/Certification: Facility Agent (FA) card (required to start work) Criminal background check will be performed; most marijuana-related crimes will not negatively impact an application.

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