Human Resources

• Assist managers with employee relations, compensation, and performance management
• Provide strategic HR guidance
• Deliver counsel on HR issues and conduct investigations
• Utilize HR metrics for informed decision making

Human Resources Business Partner

• General HR functions to include employee relations, training and development, and leave management.
• Facilitate the resolution of various Human Resources problems and provide support to employees and management staff consistent with the policies and procedures established.
• Manage full-cycle onboarding and compliance processes, including execution of new hire orientation, I-9 collection and verification, Red Carpet onboarding task management, policy acknowledgements, and badge/access coordination.
• Oversee physician and advanced practice provider onboarding, including Pending Worker set up, background checks, drug screens, credentialing coordination, and department/cost center alignment.
• Lead onboarding execution for acquisitions, including offer letter creation, position creation and profile setup in myHR, seniority date entry, background checks and drug screen tracking, benefits coordination for Day 1 eligibility, and on-site Day 1 onboarding execution.
• Support compensation and payroll-critical processes by processing compensation changes, advising on new hire compensation using pay grids and internal equity as a guide, and initiating market analysis when needed.
• Coordinate payroll-sensitive actions across multiple cycles and facilities, including severance calculations, PCNs, agreements, and termination processing, as well as retroactive and exception-based pay updates requiring HRIS coordination.
• Manage workforce changes and high-risk employee transactions such as resignations, reductions in force, internal and global transfers, and title, FTE, and department changes.
• Provide documentation support for unemployment, workers’ compensation, and credentialing matters while maintaining audit-ready reporting, anniversary and birthday rosters, and scheduled HR analytics reporting to support leadership visibility and compliance.
• HR Inbox Management.

Senior HR Specialist

• Provides support for all Human Resources related activities.
• Processes paperwork for functional area according to established procedures.
• Assists in administering Human Resources policies and procedures.
• Collects and maintains HR data related to functional area.
• Supports new hires and transferring employees through the onboarding process ensuring all pre-employment and applicable regulatory requirements are met while providing a positive onboarding experience.
• Processes Relocation Reimbursements and Retention and Referral Bonuses.
• Audits new hires and ensures documentation is complete and accurate.
• Drives innovation, automates processes, and streamlines new hire experience.
• Processes all Students and Agency staff and maintaining the HRIS and associated files.
• Answers questions, screens phone calls, and assists employees on general HR-related questions.

Human Resource Representative

• Serve as a strategic advisor to the EVP of HR and HR Leadership Team, helping shape and execute the HR Department's priorities in support of Company goals.
• Develop confident, capable leaders by providing coaching, mentorship, performance feedback, and decision-making guidance that builds confidence, accountability, and independent leadership.
• Champion a people-first, service-focused culture by delivering responsive, practical solutions that balance the needs of Team Members, the business, and compliance requirements.
• Empower leaders to confidently resolve complex issues by evaluating options, balancing competing priorities, and achieving the best possible outcome.
• Serve as the escalation point for complex matters requiring discretion, critical thinking, and thoughtful decision-making.
• Use data, performance metrics, service levels, and Team Member feedback to measure performance, identify trends, and improve service.
• Simplify processes and use technology to improve efficiency, expand self-service, and enhance the Team Member experience.
• Ensure compliance with applicable requirements while promoting consistency, fairness, and thoughtful decision making.
• Develop and lead department initiatives that improve service, strengthen collaboration, and support Company priorities.
• Oversee departmental budgets, vendor relationships, resource planning, and expenses while ensuring Economy & Effectiveness (E&E) and responsible stewardship of Company resources.
• Demonstrate the HR Department’s leadership principles through accountability, unity of direction, and a SUP (Supportive, Upbeat, and Positive) approach.
• Stay informed on industry trends, emerging technologies, and best practices to improve HR services and support future business needs.

Director of HR Service Delivery – Operations

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Partner with Clinical teams to align people strategies with operational goals
• Provide guidance on organizational design and team structure
• Analyze workforce data and support workforce planning efforts
• Serve as the primary HR advisor on employee relations matters
• Lead and support performance management processes
• Develop understanding of clinical roles and challenges
• Support initiatives to improve retention and engagement
• Ensure compliance with employment laws and regulations

HR Business Partner

• Assist the VP of Human Resources in executing the company’s HR vision and strategy
• Lead HR initiatives across multiple locations, ensuring alignment with business goals
• Partner with GMs/senior leadership, plant managers, and HR teams to drive workforce planning, succession planning, and organizational structure improvements
• Lead and Monitor HR KPIs in assigned plants, identifying trends, issues, and improvement opportunities
• Ensure plant leadership is accountable for culture, engagement, and talent development
• Oversee union negotiations, grievance handling, and contract compliance at unionized plants
• Function as a strategic partner in labor relations, ensuring consistency in CBA interpretation across locations
• Develop and execute union-avoidance strategies at non-union sites while maintaining positive employee relations
• Lead workplace investigations, audits, and risk mitigation efforts to ensure HR and legal compliance
• Ensure adherence to federal, state, and local employment laws across multiple jurisdictions
• Leads talent acquisition strategies, ensuring staffing levels align with production demands
• Lead succession planning and leadership development programs, coaching plant HR teams on talent pipeline management
• Assess and support local plant HR team development, ensuring HR capabilities align with business needs
• Implement standardized training and career development frameworks across the region
• Lead HR process improvement initiatives, benchmarking best practices across locations
• Align HR technology and systems with business needs, ensuring efficiency and data accuracy
• Manage HR budgets and resources, optimizing HR function performance across sites
• Drive employee engagement, inclusivity programs, and culture-building initiatives across the region
• Function as a change agent in organizational restructures and workforce transitions
• Lead HR compliance audits to ensure risk management across locations
• Provide guidance to plant HR teams on implementing proactive policies that address labor trends, legislation, and best practices

Regional Human Resources Business Partner

• Support team members and leaders with their employee relations concerns
• Review issues including corrective actions, harassment, and discrimination investigations
• Maintain required documentation within case management system
• Develop training for leaders, Human Resources staff, and employees

Employee Relations Business Partner

• Manage end-to-end accommodation and leave cases involving the Americans with Disabilities Act (ADA), Pregnant Workers Fairness Act (PWFA), Family and Medical Leave Act (FMLA), leaves of absence, and workplace accessibility matters
• Manage and document the interactive process, evaluating medical information, restrictions, job requirements, and accommodation options to determine appropriate solutions
• Analyze complex and often ambiguous situations, applying sound judgment to develop practical, compliant, and business-aligned recommendations
• Partner with Employee Relations, Legal, Leave Administration, and other key stakeholders to assess legal, operational, and employee impacts while balancing risk, employee experience, and business needs
• Serve as a trusted advisor to leaders, HR partners, and stakeholders on accommodation strategies, leave administration, and accessibility-related matters
• Communicate sensitive decisions and complex information with clarity, professionalism, and empathy

HR Advisor, Accessibility & Accommodations

• The HREP will have responsibility for the execution of HR processes and activities to support designated customer groups within the Systems Engineering & Test Capabilities Organization.
• Models Employee Advocacy behavior and serves as a trusted advisor to front, mid-level leaders, senior leaders and employees.
• Serves as a partner focusing on brokering solutions to business problems.
• Executes critical HR processes, including compensation, performance management and talent acquisition.
• Collaborates with Center of Excellence Partners.
• Models consistent application of Raytheon HR policies to mitigate risk and ensure equitable solutions.
• Drives Talent Management strategies to include workforce planning, succession planning, knowledge transfer and high-potential development.
• Communicate and implement proactive strategies pertaining to employee relations, training, leadership development, employee communications in support of strategic objectives.
• Investigates and resolves Employee Relations issues and complaints and Ethics-related case investigations.

Principal Specialist, HR Employee Partner

• Responsible for handling some of the highest exposure and most complex workers’ compensation claims in assigned jurisdictions
• Serve as a Subject Matter Expert (SME) for all technical claims handling activities
• Serve as the primary liaison for key internal and external business partnerships and programs
• Lead special projects and programs, and lead claims related account management activities for large clients
• Assume full-responsibility of claims related account management activities for large clients
• Actively work with Business Development and Underwriting teams to monitor loss ratio for assigned accounts
• Participate in client meetings for training on claims issues
• Effectively investigate, evaluate, mitigate and resolve pending inventory of litigated and high exposure workers’ compensation claims
• Monitor costs and effectiveness of internal and external business partners and vendors
• Maintain and demonstrate high-level of knowledge of the Workers Compensation Act and Rules and Regulations in assigned jurisdictions
• Assist in training and development of claims adjusters through mentoring

Senior Claims Specialist – California Workers Compensation

• Act as local delivery experts of JLL’s global HR strategy, ensuring that local policies and practices are in line with the Global HR strategy
• Manage 1-2 direct reports, providing escalation guidance and career development to them
• In a player/coach role, support complex, multi-x accounts as the primary HR partner who will direct on-account strategy and execution of HR processes and tasks
• Proactively anticipate vertical- and country-wide opportunities or issues and develop innovative solutions to address the opportunities at the root cause with intention to arrive at sustainable solutions
• Enable an exceptional employee experience during moments that matter throughout the employee lifecycle e.g., onboarding, performance review, promotion, etc.
• Contribute towards a culture of inclusion which celebrates our employee diversity and promotes employee belonging
• Lead or participate in just-in-time projects impacting business results
• Manage various degrees of employee relations situations and performance management in partnership with JLL’s Employee Relations and Performance Coach teams
• Provide consultation to business stakeholders through coaching, training, and advisory support
• Cultivate strong meaningful relationships with both employees and People Partners to build trust as their primary touchpoint 'on the ground'

Senior HR Business Partner, Data Centers

• Supports client onboarding to vendors including audit of benefit plan setups, policy guidelines, client training and facilitation of integrations from HCM system.
• Develops processes and procedures to support TES clients.
• Provides benefits administration support for clients and internal Insperity service teams.
• Provides timely operational communications and training for internal teams and clients, including the maintenance and dissemination of health and welfare benefits content.
• Maintains expertise of TES product offerings and stays abreast of plan changes.
• Takes on Subject Matter Expert role for the benefits administration services provided through vendors and Insperity and identifies feature enhancements required and communicates to the internal and external vendor.
• Works with TES to ensure timely communication of training materials related to new benefits offerings, plan and/or product changes.
• Monitors and analyzes online enrollment, orientations and knowledge management functions (among others) in order to assess need(s) for new or modified internal staff training and client/employee communications regarding benefits products or administrative issues.
• Ensures all client and quality requirements are satisfied for benefits administration and that internal insurance products adhere to the traditional payroll bundle offering.
• Develops an in-depth understanding of the client’s’ business problems, practices, challenges and requirements within the context of benefits administration and payroll system integrations.
• Provides feedback to marketing, operations, and TES leadership regarding market competitive and product/service requirements.

HCM Benefits Specialist I

• Lead the design and execution of enterprise talent management practices, including talent reviews, succession planning, performance enablement, organizational development, and planning.
• Facilitate enterprise and business-level talent discussions, calibration sessions, and succession forums.
• Design and deliver inclusive, outcome-focused facilitation experiences for leaders.
• Develop tools, templates, guides, and leader enablement resources.
• Partner with HRBPs and business leaders to ensure consistent and equitable talent practices.
• Use data and insights to inform talent decisions and recommendations.
• Architect holistic, end-to-end solutions that integrate performance management, Learning & Development, succession pipelines, succession planning, and skills/competencies.
• Facilitate both virtual and in‑person sessions, adapting style and materials to audience and context.
• Drive standardization of talent practices across the organization while de-risking future system capabilities through hands-on development of Processes, procedures, and frameworks.

Talent Management Architect

• Serve as the lead HR partner for regional Supply Chain leadership across multiple distribution centers
• Translate business needs into actionable HR solutions that drive performance, productivity, and retention
• Provide guidance on workforce planning, staffing, and organizational needs across the region
• Lead talent planning, succession, and development efforts for regional leadership teams
• Partner with Talent Acquisition to support hiring strategies for both hourly and leadership roles
• Coach leaders on performance management, development, and team effectiveness
• Lead and support employee relations matters, ensuring consistent and fair application of company policies
• Partner with Corporate Employee Relations and field leadership on investigations and issue resolution
• Drive engagement initiatives and retention strategies across the region
• Ensure consistent execution of HR programs, policies, and processes across all assigned locations
• Partner with Centers of Excellence (Total Rewards, TA, L&D) to deliver effective HR solutions
• Use data and insights to identify trends and drive continuous improvement
• Lead and develop a team of HR Managers and/or HR Business Partners supporting distribution centers
• Build HR capability within the region to support a complex, high-volume workforce
• Serve as a key escalation point for HR-related matters within the region

Director, HR Business Partner – Distribution Centers

• Serve as a strategic advisor to Vice President and senior executive leaders, aligning people strategy with business objectives and growth priorities.
• Lead organizational design initiatives, including structuring teams, optimizing spans and layers, and enabling scalable growth across functions.
• Develop and drive workforce planning strategies aligned with commercial expansion, clinical operations, and innovation priorities.
• Lead enterprise talent management processes, including succession planning, leadership development, and talent segmentation.
• Provide executive coaching to senior leaders on leadership effectiveness, organizational health, and team performance.
• Utilize HR analytics and business data to generate insights, forecast workforce needs, and influence executive decision-making.
• Lead complex management initiatives, including organizational transformations, restructures, and business scaling efforts.
• Partner with HR Centers of Excellence to design and implement enterprise HR solutions across compensation, talent acquisition, and development.
• Oversee and manage high-risk employee relations issues in partnership with Legal and Compliance to mitigate organizational risk.
• Drive culture and engagement strategies that reinforce a high-performance, mission-driven environment.
• Influence and shape HR strategy by providing feedback and direction to HR leadership and COE partners.
• Mentor and provide guidance to HRBP team members, helping to elevate overall HR capability.

Senior HR Business Partner

• Serves as a primary liaison between the People Team and Business Unit managers to ensure alignment and delivery of high quality, consistent HR practices.
• Promotes positive employee relations by facilitating conflict resolution, investigating misconduct, and recommending remedies aligned with Conservancy policies, SOPs, competencies, and values.
• Provides strategic consultation on organizational structure, job creation or elimination, and operational efficiencies, while ensuring managers understand employment laws, regulations, divisional/regional best practices and internal policies.
• Participates in strategic planning and goal setting to align HR priorities with business objectives.
• Coaches managers and staff on setting objectives, delivering meaningful and timely feedback, and fostering a culture of continuous development and high performance.
• Advises on managing performance issues, including terminations, with attention to business impact and legal risk and in collaboration with HR legal and senior HR staff.
• Assists managers in developing job descriptions and provides salary guidance.
• Conducts annual equity analysis and ensures equitable promotion and compensation decisions.
• Builds out compensation practices that are equitable, fiscally sound, and aligned with organizational policies.
• Collaborates with Learning and Development to assess training needs, builds hiring manager capabilities, delivers HR-related training, and supports HR team members / liaisons in managing administrative HR functions.
• Contributes to enterprise-wide initiatives such as compensation structures, culture and engagement programs, talent acquisition strategies, and staff development.
• Leads or participates in cross-functional project teams to support organizational priorities.
• Supervises, coaches and empowers a team of HR Generalists dedicated to providing exceptional service and support.

Associate HR Director

• Meets regularly in the assigned locations and attends department meetings to understand goals and objectives to provide appropriate guidance and support.
• Provides day-to-day assistance to all employees within the geographic area in any HR related matters maintaining effective communication.
• Recognizes sensitivity, complexity, and urgency of employee relations issues and takes appropriate action to provide sound guidance on resolutions protecting sensitive information or escalate issues to Executive Director of Human Resources.
• Serves as the initial contact and liaison for intake and assessment of employee issues and complaints.
• Responds to fact-findings and to conduct prompt, thorough, neutral, and accurate workplace investigations related to employee misconduct, discrimination, and other complaints.
• Conducts high-level workplace investigations on short timeframes ranging from simple to, sometimes, complex issues and escalating most significant issues to Executive Director of Human Resources.
• Tracks and logs thorough documentation of all incident reports and investigations on employee-related incidents following company protocols and in the corresponding company systems.
• Assesses training needs and provides recommendations on topics of employee-related training with Regional HR and assists with the coordination of training as needed.
• Provides HR policy guidance and interpretation to employees and/or supervisors assisting management in formulating responses.
• Assesses the location’s work environment and communicate with Executive Director of Human Resources in areas of development.
• Interprets the need for the intermediate and long-term advancement potential of individuals and jobs to create organization opportunities for development.
• Promotes a collaborative approach to serve and support all employees across the geographic area in conjunction with strong ethics to represent and practice the company values.
• Assists with HRIS systems use and HR programs to employees when needed or recommends points of contact to help address employees’ inquiries.
• Opens, organizes, and updates employee files.
• Tracks employee progress, noting promotions, recognitions, policy violations, and documenting them accordingly.
• Ensures all employee files are maintained according to law.
• Provides feedback to the Executive Director of Human Resources and Area Managers regarding trends revealed when conducting exit interviews.
• Provides feedback to Talent Acquisition Recruiters regarding the competency of terminated employees.
• Participates in legal hearings to provide testimonies and monitoring proceedings.
• Assists the HR team with ensuring Employee Handbook is updated with current policies and procedures.
• Works closely with management and employees to improve work relationships, build morale, increase productivity, and retention.
• Provides recommendations on policies and procedures that support best practices and a positive work environment.
• Any other duties as assigned.

• Your footprint as an HR Business Partner will be to provide day-to-day guidance to the Operations Team and act as Primary Point of Contact in all areas of HR including but not limited providing performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions), interpreting HR policies and procedures, and driving all HR Initiatives and programs.
• In addition, you will work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Finally, you will partner with the HR Knowledge Center in providing critical data and information in all areas of HR to help to drive business results.
• Identify, research, and present best practices within HR function to continually enhance HR credibility and performance.
• Serves as a point of contact and resource for management on HR policies, programs, and processes to answer questions and resolve problems.
• Partners with the HR Knowledge Center, Director of HR and all other HR areas to drive HR initiatives & programs throughout TP based on organizational needs & industry best practices.
• Acts as a first-line resource to Department & Managers on employee and performance management matters, providing guidance to influence optimal outcomes.
• Provides professional HR guidance and support to internal client groups across geographies with the objective of adding value to the business
• Assists with the implementation and day-to-day management of corporate human resource policies and programs at the segment or division level
• Builds and maintains strong relationships with business leadership to provide consultation and guidance on all HR related matters
• Provides guidance on sensitive employee issues including performance management, terminations, exit interviews to ensure proper course of action is being taken in order to ensure consistency throughout the assigned business unit
• Assists with company-wide programs and initiatives (e.g., employee engagement, salary reviews, bonus awards, workforce planning, and organizational changes)
• Facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues
• Partners with corporate level HR functions such as Compensation, Knowledge Center, HRIS, Talent Acquisition, etc. to provide feedback and insight on business needs and works closely with HR leadership to identify process improvements
• Ensures data integrity is maintained in human resource information system records and reports; Develops reporting tools and techniques to capture and distribute meaningful data and metrics related to HR areas
• Performs other related duties as assigned.

Human Resource Business Partner

• Partners with the business leaders to help guide and support the business initiatives and align them against the Human Resource strategy.
• Acts as a change agent, working in partnership with business leaders to drive the transformation agenda- developing transition / change plans, leading communication, and engagement activities, ensuring managers are equipped to handle all people matters.
• Responsible for the establishment of robust recruitment processes and procedures to ensure the attraction and retention of talent.
• Implements, interprets, and administers employee and labor relations programs, projects, tasks, or initiatives that align with company goals and objectives.

Human Resources jobs in Arizona

See all jobs on JobTailor

Human Resources Business Partner

Senior HR Specialist

Human Resource Representative

Director of HR Service Delivery – Operations

Senior Human Resources Business Partner

HR Business Partner

Regional Human Resources Business Partner

Employee Relations Business Partner

HR Advisor, Accessibility & Accommodations

Principal Specialist, HR Employee Partner

Senior Claims Specialist – California Workers Compensation

Senior HR Business Partner, Data Centers

HCM Benefits Specialist I

Talent Management Architect

Director, HR Business Partner – Distribution Centers

Senior HR Business Partner

Associate HR Director

Human Resources Business Partner

Human Resource Business Partner

Human Resources Manager