Human Resources

• Serve as the on-site subject matter expert for recruiting, payroll, and broad human resources functions
• Lead full-cycle recruiting for hourly and salaried positions from requisition approval through offer acceptance and onboarding
• Partner with hiring managers to identify staffing needs, build candidate pipelines, improve time-to-fill, and deliver a positive candidate and onboarding experience
• Source, screen, and coordinate candidates through job boards, social media, referrals, networking, and other channels
• Guide candidate selection, compensation considerations, interviewing practices, and employment requirements
• Coordinate offers, background checks, drug screening, and other pre-employment processes
• Monitor recruiting metrics and recommend improvements
• Process bi-weekly, semi-monthly, or monthly payroll accurately and on time
• Maintain payroll records and data integrity in HRIS and payroll systems
• Review timesheets, wage computations, payroll information, and employee inquiries
• Ensure compliance with federal, state, and local payroll regulations
• Prepare and distribute payroll reports and assist with W-2 preparation, audits, and reporting
• Manage HR programs covering talent development, performance management, employee relations, compensation, diversity, benefits, safety, and employee experience
• Provide counsel, coaching, and guidance to site leaders and employees
• Oversee safety initiatives, including reporting, investigations, claims, and countermeasures
• Foster a positive workplace culture and promote employee engagement, well-being, and morale
• Administer HRIS processes for onboarding, employee records, performance reviews, and succession planning
• Monitor and analyze HR metrics to support decision-making and continuous improvement
• Assist with ISO-aligned practices and perform special projects as required

Human Resources Generalist

• Research relevant talent management topics
• Develop learning materials across three distinct modalities
• Deliver new content on a monthly cadence
• Collaborate with HR partners and internal stakeholders
• Draft communications and track program metrics
• Support two leadership development programs
• Coordinate participants and support live sessions
• Manage program communications
• Facilitate learning content occasionally
• Assess and analyze organizational problems using needs assessments, data analysis, benchmarking, and evidence-based best practices
• Develop and maintain program standard operating procedures, tools, and resources
• Organize logistical and technical needs for in-person and virtual learning venues and events
• Create and manage project plans, milestones, deliverables, status reports, and action items
• Anticipate, escalate, and help solve issues
• Assist with change management and communication strategies
• Create feedback mechanisms to assess program effectiveness
• Create and execute communication plans and templates
• Respond to team member questions
• Present program status and initiative progress to leadership and oversight teams
• Implement classroom management to support organization, psychological safety, and active participation
• Collaborate across the organization to support an inclusive culture and cohesive products
• Develop participant, facilitator, and discussion guides, PowerPoints, job aids, FAQs, videos, eLearning courses, and self-paced development materials aligned with Banner branding

Talent Management Specialist

• Consult with leaders and provide employee relations guidance consistent with organizational policies, procedures, and applicable employment laws
• Serve as a point of contact for employee questions, concerns, and workplace-related matters
• Support conflict resolution efforts and conduct or assist with workplace investigations
• Partner with leaders and HR peers on employee engagement and retention initiatives
• Conduct exit and stay interviews; summarize findings and identify trends, concerns, and opportunities for leadership review
• Facilitate monthly scorecard meetings covering staffing trends, employee relations themes, and related metrics
• Advise managers on performance concerns, behavioral issues, documentation, and corrective action processes
• Attend and support disciplinary meetings, corrective action discussions, and terminations
• Maintain accurate employee relations records, documentation, and HR system data
• Assist with developing and delivering HR-related training programs and resources
• Support annual performance review processes and follow-up activities
• Support compliance with federal, state, and local employment laws and HR best practices

Senior Employee Relations Specialist

• Partner with leaders in assigned markets to understand business needs and provide HR guidance
• Manage complex employee relations matters, including workplace concerns, performance issues, policy violations, and separations
• Conduct objective, well-documented workplace investigations and recommend next steps
• Coach managers through performance management, corrective action, employee development, conflict resolution, and day-to-day people decisions
• Interpret and apply company policies and federal, state, and local employment requirements across multiple states
• Support organizational changes, workforce planning, promotions, transfers, succession discussions, and other business-driven people initiatives
• Use workforce data and employee trends to identify risks, recommend solutions, and improve programs or processes
• Build trusted relationships with employees and leaders while balancing employee experience, consistency, compliance, and business needs
• Identify coaching and training needs and partner with appropriate teams on solutions
• Contribute to HR projects and changing business priorities
• Serve as a coach and resource to other People team members; no direct reports

HR Business Partner

• Oversee Employee Relations, Policy Management, and ADA compliance for assigned business groups
• Provide HR support to corporate and business functions
• Handle escalated concerns and resolve workplace issues
• Enforce labor law compliance and cultivate a positive work culture
• Create, execute, communicate, and update company policies
• Work with Centers of Excellence to conduct new hire orientation, leadership development, and HR policy training
• Provide reasonable accommodations and support an inclusive environment for employees with disabilities
• Use data analytics and employee feedback to evaluate business needs and improve HR programs and processes
• Partner with other HR functions to implement HR initiatives and policies
• Lead or contribute to HR projects and cross-functional initiatives
• Support organization-wide HR initiative deployment and operational readiness
• Develop HR programs in adherence to governmental regulations
• Perform additional duties as needed

HR Manager – Employee Relations, Policy Administration

• Serve as primary point of contact for employee HR inquiries
• Manage resolution of HR inquiries and support managers with human resources issues
• Provide guidance and recommendations for problem resolution
• Partner with senior leaders on engagement strategies to attract and retain talent in remote work locations
• Support and enhance the Remote Site Engagement Strategy through direct employee and manager contact
• Serve as an HR knowledge expert, consultant, coach and advisor
• Drive HR goals and objectives from a consistent, enterprise perspective
• Develop and execute strategies and plans for talent management, leadership development, workforce planning, organization optimization, performance and career development, and employee engagement
• Work with senior leaders and HR teammates across the distribution business

Experienced Human Resources Business Partner

• Serve as primary point of contact for employee HR inquiries
• Manage resolution of HR inquiries and support managers with human resources issues
• Provide guidance and recommendations for problem resolution
• Partner with senior leaders on engagement strategies to attract and retain talent in remote work locations
• Support and enhance the Remote Site Engagement Strategy through direct employee and manager contact and responsiveness to needs
• Serve as an HR knowledge expert, consultant, coach and advisor
• Drive HR goals and objectives from a consistent, enterprise perspective
• Develop and execute strategies and plans for talent management, leadership development, workforce planning, organization optimization, performance and career development, and employee engagement
• Work with senior leaders and HR teammates across the distribution business

• Own and independently process regular, off-cycle, special, and final payrolls in Rippling for employees across 20+ states
• Audit payroll inputs and results, including employee changes, timekeeping, deductions, garnishments, reimbursements, bonuses, PTO payouts, and other payroll-impacting activity
• Manage international contractor setup and payments across multiple countries
• Serve as the primary point of contact for payroll questions and resolve pay, withholding, deduction, and other payroll issues
• Maintain knowledge of federal, state, and local payroll requirements
• Own payroll tax registrations and account maintenance across applicable jurisdictions
• Serve as the internal Rippling Payroll subject-matter expert and maintain payroll workflows, controls, documentation, and system configurations
• Partner with the Director of HR to administer and strengthen the compensation framework
• Benchmark roles using Payscale and other market data
• Support job leveling and pricing
• Maintain compensation data, salary ranges, market benchmarks, job-leveling records, and documentation
• Support annual compensation planning and review cycles
• Analyze compensation data for market positioning, internal equity, pay trends, and inconsistencies
• Administer promotions, market adjustments, bonuses, and other compensation changes
• Prepare payroll reconciliations, funding information, approval packages, journal entry support, compensation reports, and audit-ready documentation
• Identify payroll or compensation errors, trends, and control gaps and implement improvements
• Partner with HR, Finance, Compliance, and business leaders to maintain accurate, compliant, and scalable processes

Senior Payroll & Compensation Specialist

• Administer the employee lifecycle, including onboarding, offboarding, employee file management, and benefits administration
• Partner with hiring managers on role-specific onboarding and new-hire compliance, including I-9 verification, state filings, and benefits enrollment deadlines
• Research federal, state, and local employment law requirements and monitor HR systems and practices for compliance
• Draft and refine policies and procedures for leadership review and approval
• Prepare and maintain offer letters, employment contracts, and onboarding materials
• Serve as the first point of contact for employee HR questions and resolve day-to-day issues, escalating complex matters as needed
• Partner with People Operations Associates and HR Administrators to answer questions and share policy and process knowledge
• Support employee engagement initiatives, including surveys, recognition programs, team-building events, and offsites
• Collect employee feedback to strengthen the employee experience
• Streamline and document HR processes using AI tools to accelerate research, draft documentation, and reduce manual work
• Report to the Director of HR Operations

Human Resources jobs in Arizona

Human Resources Generalist

Talent Management Specialist

Senior Employee Relations Specialist

HR Business Partner

HR Manager – Employee Relations, Policy Administration

Experienced Human Resources Business Partner

Experienced Human Resources Business Partner

Senior Payroll & Compensation Specialist

HR Generalist