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Human Resources Director

AML RightSource

Phoenix, Arizona
Job Type:
Job Status:
Full Time
  • Legal
  • job_category_human_resources
  • Benefits
  • Communications
  • Compensation
  • Diversity
  • EEO/Affirmative Action
  • Employee Relations
  • HRIS
  • Employment/Recruitment
  • Research
  • Training/Development
AML RightSource
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Job Details

The Director of Human Resources is responsible for leading the organization’s Phoenix office Human Resources function. The position is responsible for developing and implementing strategic human resource initiatives that support the core business objectives of AML RightSource. This person will bring creative thinking to the process of acquiring, developing, allocating, leading, and managing human capital and will report to and work closely with the Director of Operations in Phoenix, Arizona and the Vice President of Human Resources located in Cleveland, Ohio in achieving these goals.

The Director of Human Resources also provides leadership and direction to ensure exemplary customer service and professional responsiveness. This individual will collaborate with key managers and provide strategic leadership and guidance regarding all human resource aspects of the company’s operations, policies, objectives and initiatives in an effort to build, develop and retain a diverse and highly qualified workforce. This role requires the active management of human resource functions and employee engagement initiatives, including: compensation, benefits, talent management, employee relations, employee performance management, policy, training, and recognition programs.


  • CORE HUMAN RESOURCE MANAGEMENT: Implements human resources strategies by establishing measurable accountabilities, including talent acquisition, employment processing, compensation, health and welfare benefits, training and development, records management, policy and procedure compliance, safety, employee relations, employee retention and EEO compliance. Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements and advising management on required actions.
  • HRIS MANAGEMENT & ANALYSIS: Manages local aspects of HRIS systems; Develops human resources strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning resources; developing action plans; measuring and analyzing results and initiating corrective measures.     
  • PROJECT MANAGEMENT: Develops and promotes employee-engagement initiatives and customer-service strategies. Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting
    fulfillment; evaluating milestone accomplishments; evaluating optional courses of action and changing assumptions and direction.

EMPLOYEE RELATIONS: Assists management who need to counsel staff and/or monitor, appraise, and review staff job contributions. Provide consultation in reviewing and maintaining compensation systems and in evaluating productivity and quality.

  • Duties/Responsibilities (specific examples):

  • Work with Phoenix Operations Director to develop and define strategic goals and objectives to achieve established benchmarks in coordination with the organization’s strategic plan.
  • Oversee employee relations matters in the Phoenix office including investigations, positon eliminations, restructures, corrective actions reports and performance improvement plans. Serve as consultant to management on sensitive employee relation issues and concerns. Participates in the investigation and resolution of new and ongoing employee relation issues. Develops, recommends and initiate appropriate steps for resolution.
  • Responsible for examining and providing recommendations to re-reengineer operations and procedures. Works with management and leadership in formulating policy and developing and implementing new strategies and procedures in line with the company goals and objectives.
  • Oversee the talent acquisition, applicant tracking and retention process for Phoenix office. Ensure recruitment and employee selections are accomplished within acceptable time frames and in accordance with established policies and guidelines.
  • Review wage and salary data, including maintenance of periodic compensation level benchmark surveys.
  • Understand, explain and ensure compliance with personnel policies and procedures.
  • Ability to interpret and advise on the application of various employment laws including matters involving FLSA, FMLA, EEO, USERRA and ADA.
  • Direct the coordination of medical, dental, vision, life insurance, retirement, flexible spending and other related employee benefit programs in the Phoenix office and ensure accountability and compliance with applicable policies and state and federal laws.
  • Assists in administering the organization’s employee performance evaluation process.
  • Develop, prepare, generate, and analyze ongoing and ad-hoc special reports pertaining to employee personnel information and data, including but not limited to issues such as staffing levels, turnover, absenteeism, recruitment, applicant tracking, compensation, promotions, etc.
  • Effectively utilizes the data processing system to obtain, store, and analyze pertinent data and information.
  • Direct and communicate recognition programs, approved company social activities, employee orientations and on-boarding programs.
  • Develop and maintain filing and retrieval systems for storing historical human resource records as required by law and company policy.
  • Analyze and assess training and development needs.
  • Maintain professional knowledge by attending educational workshops, building personal networks and participating in professional societies.
  • Research, organize, document and complete special projects assigned by the Vice President of Human Resources.
  • Assist legal counsel and performs other job-related duties as assigned

PROFESSIONAL DEVELOPMENT: Updates and enhances job knowledge by participating in local conferences and educational opportunities; reading professional publications; maintaining personal networks and participating in professional organizations.


  • Master’s degree in human resource management, business administration, personnel management or related field from an accredited institution.
  • Senior Professional in Human Resources (SPHR) or SHRM Senior Certified Professional (SHRM-SCP).
  • Minimum of five years of progressively responsible human resource management experience.
  • Strong functional human resources experience in the areas of employee engagement, employee benefits, employment law, compensation, employee relations, talent management and retention, performance management, recognition systems and delivery of training.
  • Ability to lead projects, develop timelines, coordinate project teams and implement action items during the life of a project.
  • Experience using word processing, spreadsheets, human resource information system, applicant tracking systems and various other analytical tools.
  • Experience coordinating schedules using Outlook and using basic office technology.
  • Ability to create and deliver high quality presentations using PowerPoint
  • Strong decision-making skills and ability to analyze and interpret statistical data.
  • Professional verbal and written communications, presentation and interpersonal skills.
  • Sensitivity to issues related to recruitment and retention of a diverse workforce.
  • Ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds.
  • Ability to maintain confidential information and uphold ethical practices.

PHYSICAL REQUIREMENTS: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to travel to other office locations and to verbally communicate to exchange information.

We are an Equal Opportunity Employer and do not discriminate against applicants due race, color, religion, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or other legally protected status.

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