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Local HR Jobs

    Do you have an open Human Resources position?  Any local company can post a position on-line, by emailing a description of the job to Branden Nunez, PAHRA Webmaster & Social Media Director . Be sure to include a closing date so we will know when to remove the announcement. All positions will automatically close after 30 days unless indicated otherwise. There is no fee to post local HR jobs on this website, this is a free service provided by PAHRA. (Updated Jan, 2018)


    Adult Care Services

    Human Resources Payroll Coordinator

    View the full job description

    Position Summary:
    Reports directly to the Executive Director. Manages payroll system and runs bi-weekly payrolls, performs many HR related duties including reference checks, new hire paperwork, and benefit related functions. Interacts regularly with Controller for reporting purposes. Drives periodically on off-site errands. Performs other job-related duties as deemed necessary by the Executive Director.

    Key Duties and Responsibilities:

    1. Payroll
    a. All payroll entry and processing
    b. Maintains payroll database
    c. Processes bi-weekly pay-run from gathering time data
    d. Prints occasional checks
    e. Disburse W-2’s

    2. Human Resources
    a. Understands and completes HR and benefits related paperwork.
    b. Ensures each center has a current new hire packet in the event the Dir. of HR is sick or on vacation.
    c. Facilitates monthly enrollments, terminations, or other changes in employee benefits.
    d. Answers general employee questions about benefit plans.
    e. Sets up appointments with all new employees and completes new hire paperwork.
    f. Maintains COBRA and FMLA over-site.
    g. Is an active member of the Safety Committee/Risk Management meetings.
    h. Ensures that all employee files at all locations are up to date and meet state licensure requirements.
    i. Ensures at least 1 person in the organization is capable of facilitating payroll in the event the Director of HR is unavailable.
    j. Oversees new employee orientation that promotes company culture, emphasizing quality, continuous improvement, and high performance.
    k. Works cohesively with all company directors to ensure smooth employee relationships.
    l. Keeps abreast of salary and benefits making ACS a competitive company to work for.
    m. Identify and manage training and development needs for employees.
    n. Develop and implement human resources policies and procedures.
    o. Ensures compensation and benefits are in line with company policies and legislation.
    p. Benchmark compensation and benefits.
    q. Leads Employee Recognition Program.
    r. Handles employee complaints, grievances, and disputes.
    s. Administers employee discipline processes.
    Adult Care Services HR/Payroll Job Description Last Reviewed/Revised 1_19_18
    t. Conducts exit interviews.
    u. Maintains the human resource information system and employee database
    v. Coordinates employee safety, welfare, and wellness
    w. Maintains knowledge of legal requirements and government reporting regulations affecting HR functions

    3. Serves as a member of the Adult Care Services Team.
    a. Completes other duties as assigned by supervisor.
    b. Attends and participates in scheduled meetings.
    c. Acts independently and takes initiative to meet company needs.
    d. Takes initiative in problem solving to enhance operations.
    e. Participates in system wide meetings as required.
    f. Attends community and association meetings as directed by the Executive Director.

    4. Adherence to Policies and Procedures.
    a. Reviews policies and procedures.
    b. Demonstrates knowledge of ACS policies and operations.

    High school diploma or equivalent. Bachelor’s Degree in Human Resources or three years of equivalent experience preferred. Professional in Human Resources (PHR) Certification preferred.

    Other Requirements
    Must be very comfortable with computers, having work experience with Payroll Systems and Microsoft Office applications. Must have knowledge of general payroll policies & procedures; should have knowledge of general HR and benefits concepts. Must have good mathematical skills. Must be able to type with proper spelling and punctuation, and be able to communicate well with others. High organization and planning, problem solving, judgment, critical thinking, and communication skills are required. Confidentiality and integrity a must. Must maintain current and clean AZ Driver’s license Fingerprint clearance card and TB test.




    Human Resources Generalist

    Yavapai College


    Salary - $46,438.00 - $72,017.00 Annually

    Location - Prescott, AZ

    Job Type  - Full Time

    Department - Human Resources

    Closing - 12/5/2017 11:59 PM Arizona

    Description of Position


    HIRING RANGE: $46,438 - $59,227

    This is a professional level position with current certification through SHRM or HRCI required. 

    Under the general supervision, this position provides professional human resources advice and guidance to assigned departmental administration and managers in the areas of recruitment, benefits, employee relations, worker's compensation, and some project related work.
    This individual will work with the assigned departments' hiring managers in recruiting and staffing needs, focusing on all areas of recruitment, including networking, advertising, interviewing, talent acquisition.  They will work alongside the other HR Generalists and staff on the team for all aspects of the recruiting/onboarding process.

    Build relationships with directors and hiring managers/supervisors of assigned departments/areas to serve as staffing specialist in an effort to identify proactive recruiting solutions, develop effective recruitment strategies that are focused on the departments' specific recruitment priorities, as well as to assist with employee relations advising, counseling and ongoing development of the workforce.

    Provide managers and supervisors with assistance in recruitment strategies. Ensure applicant tracking system and all related processes effectively support the recruiting process and that recruiting efforts are efficient, legally compliant, relevant and timely and in accordance with all of the policies and procedures.

    Assists in the administration of the employee benefit programs by answering questions and providing information to employees and retirees on benefit options, and assists in preparing and presenting new hire and benefit orientations related to employee benefits, workers compensation, and health-related leaves of absences.

    Work with Senior staff in HR to manage employee relation's issues and ensure communication, documentation and appropriate actions support the policies and practices of the organization.  Conducts research and analyzes data on assigned projects. Perform other related duties as assigned.


    Minimum Expectations & Requirements

    - Bachelor's Degree in Business, Human Resource Management or other closely related field and 3 years of professional Human Resources experience, with working knowledge of recruiting/onboarding
    - Certification through SHRM or HRCI
    - Proven success in building a recruiting/talent pipeline and utilization of various recruiting processes to enhance an organization's recruiting efforts
    - Excellent interpersonal and analytical skills, with strong verbal & written communication abilities
    - Ability to adapt to changing and competing priorities
    - Previous experience or knowledge of recruiting for hard-to-fill positions
    - Knowledge of local, state and federal employment laws; experience with employee relations matters; and knowledge of corrective action process

    Preferred Skills & Abilities

     - Professional experience in a community college/higher education work environment

    Essential Functions

    To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements and competencies listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

    Regular attendance is an essential job function as it demonstrates dependability towards the performance of job duties.

    Physical Demands
    The physical demands described here are representative of 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 the essential functions.

    While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee is frequently required to use hands to finger, handle, or feel. The employee is occasionally required to stand; walk and reach with hands and arms. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.  Specific vision abilities required by this job include close vision and ability to adjust focus.

    Work Environment
    The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

    The noise level in the work environment is usually quiet.


    Yavapai College
    1100 E. Sheldon Street

    Prescott, Arizona, 86301.


    Yavapai Humane Society

    HR Director


    JOB TITLE:  Human Resources Director
    DEPARTMENT: Administration
    STATUS: Part-time
    REPORTS TO: Executive Director
    DATE: Ocotber 2017

    SUMMARY: Oversee the day-to-day requirements of human resources, including recruiting and staffing, performance management and improvement programs, employment law compliance, employee orientation and onboarding, employee training and development, policy development and documentation, employee relations, employee engagement, employee events, employee communications, compensation administration, benefits design, employee safety/welfare/wellness/health, budget oversight, strategic planning and Board interface with Compensation Committee,.




    • Oversees the implementation of Human Resources programs. Identifies opportunities for improvement and resolves problems.
    • Develops and monitors an annual budget that includes Human Resources services, employee recognition, employee events and benefits administration.
    • Selects and supervises Human Resources consultants, attorneys, and training specialists, and, working with Finance, coordinates organization use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
    • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
    • Develops Human Resources goals and objectives. Provides leadership for Human Resources strategic planning.
    • Establishes HR department measurements (KPI’s) that support the accomplishment of the organization’s strategic goals.
    • Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
    • Develops and administers HR programs, procedures, and guidelines to help align the workforce with the strategic goals of the organization.
    • Participates in executive and staff meetings and attends other meetings and seminars, as needed or requested.


    • Coordinates all training programs, delivering those that fall within HR-related skills and ensuring proper delivery of others. Provides necessary education and materials to managers and employees including workshop guides, participant guides and trainer manuals.
    • Leads the implementation of the performance management system that includes performance improvement plans and employee development plans.
    • Establishes an in-house employee training system that addresses organization training needs including training needs assessment, new employee onboarding and orientation, management development, production cross-training, the measurement of training impact, and training investment.
    • Assists managers with the selection and contracting of external training programs and consultants.
    • Assists with the development of and monitors the spending of the organization’s training budget. Maintains employee training records.



    • Establishes and leads the recruiting and hiring practices and procedures necessary to recruit and hire a strong and effective workforce with compliance of all related employment laws, such as Title VII of the Civil Rights Act of 1967.
    • Chairs any employee selection committees or meetings.


    Employee Relations

    • Formulates and recommends Human Resources policies and objectives for the organization on any topic associated with employee relations and employee rights.
    • Partners with management to communicate Human Resources policies, procedures, programs, and laws.
    • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee engagement.
    • Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.
    • Conducts investigations when employee complaints or concerns are brought forth.
    • Monitors and advises managers and supervisors on the progressive discipline approach of the organization. Monitors the implementation of a performance improvement process with non-performing employees.
    • Reviews, guides, and approves management recommendations for employee terminations.
    • Leads the design and implementation of the organization’s safety and health programs. Monitors the tracking of OSHA-required data.



    • Designs the organization wage and salary structure, pay philosophy and polices, and oversees the variable pay systems within the organization including bonuses and raises.
    • Analyzes competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
    • Monitors all pay practices and systems for effectiveness and cost containment.
    • Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.


    • With the assistance of the Director of Finance, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings.
    • Leads the development of benefits orientations and other benefits training for employees and their families.
    • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
    • Oversees periodic employee communications regarding benefits programs and opportunities.



    • Leads organization compliance with all existing labor law and government reporting requirements including any related to Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act, the Employee Retirement Income Security Act (ERISA), the Department of Labor, workers’ compensation, the Occupational Safety and Health Administration (OSHA), and other relevant legislation or administrative bodies. Maintains minimal organization exposure to lawsuits.
    • Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the organization employment law attorney and outside government agencies.
    • Protects the interests of employees and the organization in accordance with organization Human Resources policies and governmental laws and regulations, seeking to minimize risks through proper compliance.


    Organization Development

    • Designs, directs and manages organization-wide process of organization development and stability that addresses issues such as succession planning, superior workforce development, key employee retention, low turnover, organization design and change management.
    • Manages employee communication and feedback through such avenues as organization meetings, suggestion programs, employee engagement surveys, employee newsletters, employee focus groups, and one-on-one meetings.
    • Manages a process of organizational planning that evaluates organization structure, job design, and personnel forecasting throughout the organization. Evaluates plans and changes to plans. Makes recommendations to senior management.
    • Understands the Values and monitors the organization’s culture so that it supports the attainment of the organization's goals and promotes employee engagement.
    • Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.
    • Manages certain organization-wide committees including any wellness, training, environmental health and safety, employee activity, and culture and communications committees.
    • Keeps the Executive Director and the executive team informed of significant problems that jeopardize the achievement of organization goals, with focus on those that are not being addressed adequately at the line management level.


    • Work with Board members as representative of Compensation Committee.
    • Maintains all personnel-related files, including retention for requisite period of time.
    • Assumes other responsibilities as assigned by the Executive Director
    • May be requested to provide administrative support related to the above activities as well as in taking minutes, preparing agendas and setting calendar appointments related to the above activities.


    • Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development, preferable with focus on non-profit organizations.
    • A minimum of seven years of progressive leadership experience in Human Resources positions.
    • Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, training, employee engagement and employee development.
    • Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred.
    • Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources management.
    • Superior written and verbal communication skills.
    • Outstanding interpersonal relationship-building and employee coaching skills.
    • Ability to work independently and as a team of one. Self-starter and self-driven.
    • Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall organization leadership and direction.
    • Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and PowerPoint.
    • Experience in the design of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
    • Ability to create job descriptions, HR procedures, handbooks, training courses, HR programs
    • Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.
    • Excellent organizational management skills.
    • Able to access reliable transportation
    • Fully supportive and committed to living out the mission, vision, and values of Yavapai Humane Society
    • Valid Arizona driver’s license with no restrictions.

    Interested applicants may apply directly at or on the online application on the website at