HR Director Jobs in Arizona

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Must be eligible to work in the United States without the need for work visa or residency sponsorship.

Our Newest Opportunity:

The Regional HR Director serves as a senior leader responsible for overseeing HR service delivery across a portfolio of PEO/ASO clients through a team of HR Business Partners and HR Consultants.

This role is accountable for building, developing, and leading a high-performing HR team that delivers consistent, compliant, and high-quality client experiences. The Regional HR Director ensures that HR service delivery is proactive, structured, and aligned with organizational standards, while also supporting scalability across the business.

Unlike a traditional HR Director role, this position is not responsible for day-to-day HR administration for the broader client base. Instead, it functions as a strategic leader, escalation point, and coach, stepping into client matters selectively - primarily for high-revenue, high-risk, or complex situations - to stabilize relationships, resolve issues, and model best practices for the team.

This role is also responsible for establishing and maintaining a structured approach to quality assurance, consistency, and risk mitigation across HR service delivery.

This role is based in the regional office in Phoenix, AZ, and includes local travel with occasional overnight travel.

Essential Duties and Responsibilities

Team Leadership, Engagement & Development

• Lead, coach, and develop a team of HR Business Partners and HR Consultants across varying experience levels
• Foster a culture of accountability, responsiveness, and high-quality client service
• Drive employee engagement through regular 1:1s, performance management, and career development planning
• Identify skill gaps and implement targeted training to elevate HR competency across the team
• Provide ongoing coaching in core HR disciplines, including employee relations, compliance, and client communication
• Reinforce consistency in approach, documentation, and service delivery standards
• Model leadership behaviors and HR best practices through direct involvement when needed

Client Experience & Relationship Oversight

• Ensure consistent, high-quality HR service delivery across assigned client base
• Oversee team execution of client touchpoints, ensuring alignment with service standards
• Act as a senior escalation point for complex or sensitive HR issues
• Support relationship stabilization efforts for at-risk or high-impact clients
• Maintain direct involvement with a select group of high-revenue or strategic clients
• Balance client advocacy with compliance requirements, risk mitigation, and organizational standards

Escalation Management & Issue Resolution

• Lead resolution of complex employee relations issues, compliance concerns, and organizational challenges
• Step into escalated situations to provide direction, credibility, and resolution strategy
• Coach HRBPs and Consultants through challenging scenarios to build capability and confidence
• Ensure issues are documented, tracked, and resolved with appropriate follow-through
• Identify patterns in escalations and implement preventative strategies

New Client Onboarding & Service Transition

• Oversee HR onboarding for new clients to ensure a seamless and structured experience
• Partner with implementation teams to validate HR setup, policies, and service expectations
• Ensure HR team readiness and alignment prior to client go-live
• Step in as needed to support high-value client onboarding or complex transitions
• Identify onboarding gaps and drive improvements to reduce downstream issues

HR Operations Oversight & Quality Assurance

• Provide oversight of HR service delivery workflows, ensuring consistency and adherence to SOPs
• Establish and maintain standards for documentation, case management, and compliance practices
• Design, implement, and continuously refine a quality assurance (QA) framework, including audit protocols, file reviews, and service consistency checks
• Leverage QA insights, trends, and reporting to improve service quality, reduce risk, and enhance team performance
• Ensure alignment with internal compliance, legal, and risk management requirements
• Promote disciplined use of systems (e.g., HRIS, CRM) to ensure visibility and accountability

Process Improvement & Operational Excellence

• Identify inefficiencies and implement process improvements to enhance scalability and consistency
• Standardize HR workflows and reinforce adherence to established procedures
• Utilize reporting and metrics to monitor team performance, service levels, and client outcomes
• Drive initiatives related to automation, system enhancements, and service model improvements
• Partner with leadership to continuously evolve the HR service delivery model

Cross-Functional Collaboration

• Act as a connector between HR, Payroll, Benefits, Compliance, and Operations teams
• Ensure alignment across functions to deliver a seamless client experience
• Translate client or operational challenges into clear internal action plans
• Reduce friction caused by miscommunication, unclear ownership, or inconsistent execution

Key Strategic Alignment

This role directly supports organizational priorities by:

• Improving client retention through consistent, high-quality HR service delivery
• Strengthening employee engagement and capability within HR teams
• Reducing compliance and employee relations risk through proactive oversight and QA controls
• Enhancing onboarding experiences for new clients
• Supporting scalable growth through standardized, repeatable HR practices
• Providing senior-level coverage for high-value and high-risk client situations

Qualifications & Experience

• 8+ years of HR experience, preferably within PEO, ASO, or multi-client service environments
• 3+ years of leadership experience managing HR teams (HRBPs, Consultants, or similar roles)
• Strong background in employee relations, compliance, and multi-state employment practices
• Experience managing complex client environments and escalated HR issues
• Proven ability to coach and develop HR professionals
• Experience supporting or leading HR onboarding/implementations

Leadership Profile

The ideal Regional HR Director is:

• A people-first leader who prioritizes team development and engagement
• Highly credible in HR disciplines, especially employee relations and compliance
• Calm, confident, and effective in high-stakes or escalated situations
• Operationally disciplined with a focus on consistency, documentation, and risk mitigation
• Proactive, accountable, and solutions-oriented
• Skilled at influencing across teams without direct authority
• Comfortable balancing strategic leadership with selective hands-on involvement

Your base pay is dependent upon your skills, education, qualifications, professional experience, and location. In addition to base pay, some roles are eligible for variable compensation, commission, and/or annual bonus based on your individual performance and/or the company’s performance. We also offer eligible employees health, wellbeing, retirement, and other financial benefits, paid time off, overtime pay for non-exempt employees, and robust learning and development programs. You will receive reimbursement of job-related expenses per the company policy and may receive employee perks and discounts.

OneDigital is an equal opportunity employer. Not only as a matter of standard, but to honor and celebrate our differences. We believe that the power of ONE starts with you. We are committed to cultivating and preserving a culture that celebrates diversity, insists on equity and inclusion, and connects us. Ensuring our people feel seen, valued, respected, and supported is fundamental to our core values and business goals.

OneDigital provides equal employment opportunities to all employees and applicants for employment regardless of their: veteran status, uniformed servicemember status, race, color, religion, sex, sexual orientation, gender identity, age (40 and over), pregnancy (including childbirth, lactation and related medical conditions), national origin or ancestry, citizenship or immigration status, physical or mental disability, genetic information (including testing and characteristics) or any other category protected by federal, state or local law (collectively, “protected characteristics”). A copy of the Federal EEO poster is linked here.

Pursuant to local Fair Chance Ordinances, we will consider qualified applications with arrest or conviction records for employment. For applicable candidates, the following ordinances are linked here to inform you of your rights as an applicant:

City and County of San Francisco

City of Los Angeles

County of Los Angeles

Employment decisions shall comply with all other applicable federal, state and city/county laws prohibiting discrimination in employment. OneDigital complies with all criminal history inquiry [or ‘ban the box’] laws in California, Connecticut, Colorado, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont and Washington.

In short, we believe in hiring the most qualified applicant for the position, regardless of background.

If you have questions about our hiring policies and practices, we would be happy to discuss upon receiving your application. We hope to welcome you to OneDigital and look forward to hearing from you.

OneDigital understands the immense responsibility and opportunities provided by Artificial Intelligence. We utilize advanced Artificial Intelligence [AI] technologies to enhance our recruitment process. This includes using AI to filter candidates based on their qualifications and to rediscover potential candidates from our existing applicant pool. Our AI systems help us efficiently identify the best fit for our open positions, ensuring a streamlined and effective hiring experience. However, AI does not replace the humans in our process. If you have concerns about our use of AI, you may opt out where laws allow.

Thank you for your interest in joining the OneDigital team!