Human Resources (HR) Manager

Job Summary:

Arizona Liver Health is looking for a strategic HR Manager, who will lead a dynamic team, spearheading strategic HR efforts that foster inclusivity, set the gold standard for best practices, and instill a culture of continuous improvement. This position will be the trusted advisor, both to our valued employees and our leadership, providing expert counsel on a wide array of HR matters, from addressing employee concerns to shaping and implementing progressive policies, and leveraging data-driven insights to optimize our HR processes.

---

Title: Human Resources (HR) Manager

Status: Full-time, Exempt, On-site, Monday-Friday, 7am-4pm or 8am or 5pm

Compensation: $95,000 - $115,000 per year, depending on experience

---

Essential job functions/duties

Reasonable accommodation(s) may be made to enable individuals with disabilities to perform these essential functions.

HR Leadership:

• Align HR policies, projects, and new initiatives with organizational goals and legal compliance.

• Mentor and guide the HR team, acting as the department lead in the HR Director's absence.

• Manage HR reporting (HRIS, turnover, organizational charts) and performance metrics to drive data-informed decisions.

• Partner with leadership to develop new roles and help establish clear career paths to retain top talent.

Employee Engagement and Culture:

• Design and oversee programs for employee recognition, performance management, and morale improvement.

• Administer and analyze surveys (engagement, stay, and exit interviews) to develop innovative HR initiatives.

• Promote a positive workplace culture through visible leadership and regular visits to local ALH/ACT/VEN Center sites.

• Manage and accurately track the Employee Engagement/Relations budget and the annual uniform budget.

Employee Relations:

• Oversee and equitably investigate employee concerns, complaints, and disciplinary actions in strict compliance with labor laws.

• Advise managers and employees on conflict resolution and expected workplace behaviors.

• Lead internal role transitions and promotions by identifying top talent and formalizing new positions.

• Along with the Director of HR, represent the organization in EEOC mediations, litigations, and meetings with legal counsel as necessary

Onboarding and Offboarding:

• Continuously improve the onboarding process to ensure a welcoming, effective experience, collaborating with leaders on role-specific training.

• Facilitate comprehensive offboarding (knowledge transfer, exit interviews, system termination) and use exit data to inform retention strategies.

Management Training and Development:

• Oversee management training, including executing monthly workshops on HR compliance and labor laws.

• Develop and update KPIs per department to align performance with incentive programs (bonuses, merit pay).

• Identify skills gaps and drive succession planning through targeted coaching, mentoring, and learning opportunities.

Knowledge/Skills/Abilities Required

• Wide knowledge of HR principles, employment laws, and regulations, with a track record of maintaining compliance.
• Experience in leading HR strategy development and execution, aligning HR initiatives with organizational goals
• Working understanding of performance management, succession planning, and career development.
• Experience overseeing HR Budgets, ensuring effective resource allocation and effectiveness in HR initiatives and operations.
• Proficiency in HRIS and data analysis tools.
• High sense of urgency and displays consistent initiative to resolve problems, take on projects, and deliver on tasks
• Thrives working under minimal supervision and guidance; accountable to outcomes
• Impeccable interpersonal, counseling, and negotiation skills with ability to effectively manage up and sideways.
• High organizational skills and time management skills with proven ability to execute projects and deliverables in a timely manner.
• Adaptable mindset, capable of embracing change and taking on diverse HR responsibilities.

Supervisory responsibilities

• Execute timely evaluations for assigned direct reports
• Train new hires to ensure smooth transitions or onboarding of new direct reports
• Delegate project and tasks as necessary
• Continous mentorship 
• Develop KPIs and ensure tracking/achievement of performance metrics for assigned direct reports
• Conduct monthly 1:1s with direct reports through Check, Guide, Go program or other similar documentation.

Education and/or Trainings Required:

• Bachelor's degree in human resources, communications, or related field required
• SHRM Certification (CP or SCP) and/or HRCI certification (PHR or SPHR) required
• Minimum five to seven (5-7) years of progressive HR experience AND
• At least two (2) of those years in a senior, lead, or supervisor/manager position

Physical Requirements:

• Able to lift at least 25 lbs.
• Able to sit for long periods (at least 50%)
• Able to type and do computer work for long periods

Travel Requirements

• Some interoffice travel may be required with use of company vehicle or mileage reimbursement

Work authorization requirements. 

• Must have valid documentation and authorization to work in the U.S. for any employer. Sponsorship, work visa, and/or visa transfer is not provided

Benefits & Perks:

• Health, Dental, Vision (with HSA plans and employer contribution)
• 3 weeks PTO
• 5 days Sick Time
• 7 Company Paid holidays + 2 Paid Half-days
• 401K with 6% company match
• Short & Long Term Disability
• Educational Assistance
• Shared company vehicles for required travel

EEO statement

It is the policy of the Institute for Liver Health DBA Arizona Liver Health and Arizona Clinical Trials to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law. This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, reduction of workforce and termination, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all company-sponsored employee activities.

Other duties 

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. Other responsibilities may be communicated directly by the reporting manager/supervisor. Duties, responsibilities, and activities may change at any time with or without notice. 

---

Notice to Staffing Agencies: It is our policy that any and all contact with third party staffing or recruitment vendors come through our Talent Acquisition Team directly. We have an established and preferred network of contracted partners that we engage if and when we deem it necessary. We request that staffing agencies refrain from repeatedly contacting our hiring managers or employees directly. Unsolicited resumes, onsite solicitations, and inquiries will not be considered or responded to. Overly persistent and forceful inquires may also be blocked across our network at the domain level as spam. Thank you for your understanding.