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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 Oct, 2017)


    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




    Mohave County

    Mohave County is currently recruiting for a Human Resources Generalist in the Human Resources Department. This position is open until filled, the first review of applications will be on 08/25/2017. If interested, we recommend application submission prior to that date as we may fill from that group.
    *Hire-in rate for this position is $19.49/hr -$20.46/hr. 

    Performs intermediate to advanced level work in a wide variety of professional human resource management functions and activities. May be assigned one or more areas of responsibility including:  job classification, compensation, employment services (recruitment and selection), employee training and development, employee relations, employee benefits and other human resource related special projects.


    The link below should take you directly to the job posting.

    Human Resources Generalist




    Yavapai County

    Please submit required online application at:

    Administer and oversee the usage, activity, performance, integrity and availability of multiple databases over distributed development, test and production SQL Server environments.

    Major Duties and Responsibilities:
    Work with programmers regarding data definition, manipulation and data management. (30%)
    Monitor and support databases including tuning and disaster/recovery. (25%)
    Identify the causes, troubleshoot and resolve production support issues. (20%)
    Plan, install, integrate and provide limited support for purchased database applications. (10%)
    Monitor and maintain jobs, scripts, databases and servers. (10%)
    Performs other job related duties as assigned. (5%)

    Three years of experience as a Database Administrator.

    Bachelor’s Degree from an accredited college or university, with a major in Computer Science, Engineering, or related field.

    Interpersonal Skills:
    Courtesy, tact and diplomacy are essential elements of the job. Work involves personal contact with others inside and/or outside the county for the purposes of giving or obtaining information, building relationships, making reports or soliciting cooperation.

    Other Skills:
    Extensive relational database knowledge and design skills using SQL preferably with MS SQL Server. Client/Server software development, proficiency in the use of SQL Server tools and utilities from version 2008 R2 to the present including: SSIS, T-SQL (DDL, DML, stored procedures, user defined functions, triggers, and views), DBCC, Maintenance Plans, Native SQL backup and restore, system procedures and tables, Execution Plans, Profiler, Traces, Job Scheduling, SSIS Package Development and Deployment, Alerts and Notifications, Indexes (tuning, rebuilding, and reorganizing), SMO, Service Broker, Web Services, etc.. Knowledge of business and management principles involved in strategic planning, resource allocation, leadership techniques and communication skills, production implementation and coordination of resources, reporting tools such as SSRS and Crystal Reports, and security as applies to database and application design.