HR managers oversee the people side of a company, from hiring and onboarding to benefits, performance, and employee relations. They balance business needs with employment law and a workable culture.
No email, no resume, no sign-up. Save any listing below and you start anonymously.
You're signed in. Saving a listing drops it straight into your pipeline.
12 shown of 325 · sorted by freshness
to join our team! A minimum of three years of experience as an HR Coordinator or entry- to mid-level HR Generalist in a mid-sized... ...to and inspired by our mission. Reports To: Human Resources Manager General Duties D…
performed by people assigned to this work. This is not an exhaustive list of all duties, responsibilities, and requirements. Sprouts’ management reserves the right to amend and change duties, responsibilities, and requir…
Director is responsible for the short and long term planning and management of the Human Resources functions. In this role, you will serve... ...in Human Resources or related field 2-4 years’ experience in a HR managemen…
Caine & Weiner 's business unit, BARR Credit Services is seeking a experienced Sales Training Manager to oversee the training and development of our Sales department. Identify knowledge gaps, create processes, interview…
candidates, screening them and matching them to appropriate positions. These collaborative individuals use high communication skills to manage a variety of functions related to recruitment, including reporting to the hir…
Technologies seeks a highly adaptable, service-oriented, self-starting HR Specialist/Administrative Assistant to support the CEO,... ...administrative support to the CEO and team, including complex calendar management, p…
We are looking for a dynamic and results-driven Human Resources Manager to play a key role in supporting and enhancing the Human Resources... ...internal workflows and drive process improvements that support HR efficienc…
activities of airborne electrical products. Our multi-disciplined teams manage a variety of engineering projects while maintaining a work life... ...Policy Exception forms Submit employee changes through HR System Reserv…
service delivery. Key Responsibilities: Serve as the main point of contact for client inquiries and support Coordinate and manage client requests from start to completion Provide timely responses via phone, email, and ch…
JOB SUMMARY The Intake Coordinator is responsible for managing all aspects of the patient intake process including communicating directly with patients and families, data entry, establishing and maintaining positive rela…
The Office of the Registrar is excited to announce that they are welcoming applications for the Coordinator, Academic Records role within their department! The Academic Records Coordinator is a key member of the Registra…
· Clearly communicate food recalls. · Implement and maintain internal food bank safety policies and procedures. Volunteer Management · Ensure volunteers treat all clients with dignity and respect. · Provide excellent vol…
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $29–$38 | $61k–$80k |
| Mid level | $38–$52 | $80k–$108k |
| Senior | $50–$68 | $103k–$141k |
Adjusted for the Tucson market from national ranges.
The skills these listings keep naming
With the thing the interviewer is actually listening for
Choose a case you can discuss without identifying anyone. Show a fair process: investigation, documentation, consistent application of policy, and a resolution.
Describe diagnosing before advising — observing, gathering feedback — then giving the manager concrete behaviors to change and following up on progress.
Name your sources, such as SHRM updates and employment counsel, and give an example of a policy you updated in response to a legal change.
Show the full arc: documented performance process first, legal review where needed, a respectful conversation, and clean logistics for pay and access.
Point to metrics like regretted attrition, time to fill, engagement trends, and completed performance cycles, tied back to business outcomes.
Explain the problem it solved, how you got leadership and employees on board, and what changed after rollout.
Emphasize taking it seriously regardless of rank: proper investigation, involving counsel or the board if warranted, and protecting the reporter from retaliation.
For hr managers specifically — generic advice costs you here
State the population you supported: headcount, locations, and whether the workforce was hourly, salaried, or mixed.
Quantify people outcomes, such as reduced turnover or shortened time to fill, with the baseline you started from.
Name the employment law areas you have handled directly, like FMLA, ADA accommodations, or wage-and-hour issues.
Include one program you built end to end — onboarding, review cycles, benefits renewal — with its adoption or result.
List SHRM-CP, SHRM-SCP, or PHR credentials near the top; many HR postings screen for them.
Typical progression
Robbi carries this page into your first day: your role, your city, your shift preference. Then it hands you a few small things each morning and keeps the pipeline honest.
Save what looks right here, then let Robbi hand you a few small things each morning and keep the follow-ups honest.