Labor Relations Specialists

Employee Relations Manager

Location:

Tempe, AZ, US

Date: Jun 12, 2025

**Requisition ID** : 18928

**Join us in building a better future for Arizona!**

SRP is one of the largest public power and water utilities in the U.S. providing electricity to approximately one million customers in the greater metropolitan Phoenix area. Since its founding in 1903, SRP has fostered a culture of stewardship and customer service consistently ranking as an industry leader in customer service according to J.D. Power and named one of Arizona's best employers by Forbes. SRP continues to adapt to its changing business environment by seeking innovative ways to reimagine utility service and the provision of critical resources essential to the life and economy of Arizona.

**Why Work at SRP**

At SRP, we foster an inclusive work environment and believe everyone should have a fair chance to work, regardless of who they are. That’s why we value teams with diverse perspectives, experiences, and backgrounds to help SRP deliver on its mission of providing reliable, affordable and sustainable water and power.

SRP's success is rooted in our employees' happiness, health, and safety. That's why we offer a comprehensive benefits package to meet the needs of our employees and enhance their well-being. In addition to competitive pay and performance incentives, eligible employees can take advantage of the following benefits:

+ Pension Plan (at no cost to the employee)

+ 401(k) plan with employer matching

+ Available your first day: Medical, vision, dental, and life insurance

+ Over 200+ hours of PTO (includes vacation days, holidays, floating holidays, and sick leave)

+ Parental leave (up to 4 weeks) and adoption assistance

+ Wellness programs (including access to a recreation and fitness facility)

+ Short and long-term disability plans

+ Tuition assistance for both undergraduate and graduate programs

+ 10 Employee Resource Groups for career development, community service, and networking

**Summary**

Facilitates and manages employee relations on behalf of the Company to include programs, policies, procedures and Union Contracts. Maintains effective communication and positive working relationships with employees, and management. Leads Employee Relations team members in responding to inquiries, questions and complaints as well as serving as a resource for other HR functions in the administration of policy to maintain consistent application and compliance with statutory requirements. Provides consultation and direction to the Employee Relations staff, SRP employees and management on issues related to corporate policies, guidelines, procedures, EEO, ADA, FMLA, performance management and exit interviews.

**What You'll Do**

+ Manages and develops Employee Relations staff to include: setting performance expectations, providing ongoing feedback, creating a positive/engaging work environment, evaluating performance and making compensation decisions. Holds Employee Relations staff accountable to ensure department goals, objectives, projects, etc., are met.

+ Manages the Employee Relations staff in providing confidential and professional consultation to identify and resolve employee concerns and assists leadership in dealing with employee job performance, escalated and/or complex issues. Reviews and assists with recommendations on appropriate levels of discipline when dealing with performance issues.

+ Provides guidance to team members during investigations in the resolution of complaints, allegations and grievances in a manner that is consistent with corporate policies/practices, applicable laws/regulations, and the Union Contracts.

+ Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Engages Legal Services as appropriate for guidance on complex matters and in the preparation of documents/responses to outside charges.

+ Comprehends, interprets, and applies the appropriate sections of applicable laws, guidelines, regulations, Union contract provisions, and policies.

+ Advises staff, supervisors and employees on the interpretation and application of corporate HR policies, and procedures.

+ Partners with Labor Relations Manager/Team on policy development/interpretation, cases and investigations to ensure consistency and efficiency.

+ Develops and maintains a thorough understanding of the client organizations, functions, and business plans, in order to provide appropriate consultation, tools and resources.

+ Completes thorough evaluation of all for-cause termination requests to ensure fair and equitable treatment. Ensure access removal process as appropriate.

+ Manages and oversees voluntary separations, including the retirement program responsibilities.

+ Analyzes employee relations data to identify and address trends. Shares findings with senior HR leadership and HR Business Partners as appropriate.

+ Manages department projects/initiates to achieve department objectives.

+ Assists in the preparation of the department budget and resource requirements.

**What It Takes To Succeed**

+ SHRM-SCP, SHRM-CP, PHR or SPHR is preferred

**Experience**

A minimum of seven years of related experience is required (if no degree, 11 years of relevant experience or an equivalent combination of education and related experience totaling 11 years).

**Education**

A bachelor’s degree related to the assignment from an accredited institution is preferred.

**Hybrid Workplace**

SRP currently offers a hybrid workplace, which allows employees whose jobs can be performed remotely, and who have sufficient technical capability, to telework up to three days per week. Although teleworking is available, all employees must live and work in Arizona.

**Drug/Alcohol Policy Statement**

To promote the safety and well-being of our employees, customers, and the communities we serve, SRP is committed to maintaining a drug/alcohol free work environment. Although marijuana may now be legal in Arizona, except as otherwise specified under Arizona law, SRP considers it to be an illegal drug for the purpose of our drug/alcohol policy because marijuana remains illegal at the federal level. Any candidate found to be impaired during the hiring process or who has the presence of an illegal drug or unauthorized substance in their system during the pre-employment drug/alcohol test may be disqualified from further consideration in the hiring process.

**Equal Opportunity Employer Statement**

Salt River Project (SRP) is committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, military status, or any other protected status under applicable federal, state or local law.

**Work Authorization**

All candidates must be legally authorized to work in the United States.

Currently, SRP does not sponsor H1B visas, OPT, or other employment-related visa's.

**Nearest Major Market:** Phoenix

**_At Chewy, it is our mission to become the most trusted and convenient online destination for pet parents and our partners – vets and service providers – alike. Our success is measured by the happiness of the people and pets we serve, not simply by the amount of pet supplies we deliver. That’s why we continue to think of outside-the-Chewy-box ways to delight, surprise, and thank our loyal pet lovers!_**

**Our Opportunity:**

Chewy is hiring an **HR Specialist** , responsible for triaging tasks assigned to the Team Member Services team at Chewy in our Phoenix, AZ office. The ideal candidate will be tech-savvy, have a strong customer service orientation, and be diligent. This role is responsible for quickly and efficiently reviewing incoming tickets in ServiceNow and assigning them to the appropriate team/employee for resolution. This role is an ideal entry-level HR opportunity, gaining exposure to a vast array of HR inquiries and questions. We believe in excellence in all we do and accept nothing less. You'll be successful in this role because you are results-oriented, you excel in quickly assessing core issues/concerns and you are efficient and organized.

**What You'll Do:**

+ Review tickets and issues submitted to HR through ServiceNow

+ Triage and assign the cases to the appropriate HR contact

+ Provide advisement and process design insight on the organization of the HR Service Catalog in ServiceNow

+ Assist with research and tracking of case issues and metrics

+ Provide ongoing support on decreasing triaging traffic through standardizing self-service support

+ Provide Tier 1 inbound phone support for HR Shared Services.

**What You'll Need:**

+ HS Diploma or GED, Bachelor’s degree preferred

+ Experience preferred in working in ServiceNow or similar case management platform

+ Previous HR Experience preferred

+ Customer service focused, have a passion for process improvement, self-motivated and able to work both independently and in a team environment

+ Excellent communication, analytical, problem-solving and troubleshooting skills

+ Meticulous; demonstrate strong organizational and time management skills, as well as strong data entry skills

**Chewy is committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact** **CAAR@chewy.com** **.**

**If you have a question regarding your application, please contact** **HR@chewy.com** **.**

**To access Chewy's Customer Privacy Policy, please click here (https://www.chewy.com/app/content/privacy) . To access Chewy's California CPRA Job Applicant Privacy Policy, please click here (https://chewyinc.phenompro.com/us/en/privacy-policy) .**

Summary For more information on the Department of Justice and the United States Attorneys' Offices, visit http://www.justice.gov/usao/. As needed, additional positions may be filled using this announcement. Responsibilities At the full performance level, you will provide a variety of human resources management services in two or more of the following functional areas: recruitment and placement, position classification, employee relations and performance management, employee benefits, and human resources development. Duties include: Performing position analysis to determine organizational requirements Determining recruitment strategies and posting job announcements Reviewing applications and applying qualification standards Providing advice and assistance on performance management Providing assistance in the administration of benefits programs Administering guidance on pay and leave Conducting evaluations of human resource program operations Responsibilities will increase and assignments will become more complex as your training and experience progress. Requirements Conditions of Employment Qualifications GS-9: To be eligible at the GS-9 level, you must have at least one year of specialized experience equivalent to the GS-7 level; or education or a combination of both specialized experience and education as explained below. Specialized experience is defined as experience providing non-controversial, well-precedented recurring management advisory and technical services in two of the following functional areas: staffing and recruitment, position classification, employee relations and performance management, employee benefits, human resource development, or employee compensation. Education: One of the following types of education in a related field (e.g., Human Resources, Public Administration): a master's or equivalent graduate degree (such as an LL.B.); OR 2 full years of progressively higher-level graduate education leading to such a degree. Education at the graduate level must be in an accredited college or university and must demonstrate the knowledge, skills, and abilities necessary to perform the duties of the position. Combining Education and Experience: Combinations of successfully completed graduate education and experience may be used to meet total qualification requirements. In order to qualify based on a combination, graduate education must be in excess of 1 full year. GS-11: To be eligible at the GS-11 level, you must have at least one year of specialized experience equivalent to the GS-9 level; or education or a combination of both specialized experience and education as explained below. Specialized experience is defined as experience providing routine but complex management advisory and technical services in the areas of staffing and recruitment and employee benefits. In addition, experience providing advisory and technical services in at least one other human resource function is required: employee relations and performance management, position classification, human resource development, or employee compensation. Education: One of the following types of education in a related field (e.g., Human Resources, Public Administration): a Ph.D. or equivalent graduate degree (such as an LL.M.); OR 3 full years of progressively higher-level graduate education leading to such a degree. Education at the graduate level must be in an accredited college or university and must demonstrate the knowledge, skills, and abilities necessary to perform the duties of the position. Combining Education and Experience: Combinations of successfully completed graduate education and experience may be used to meet total qualification requirements. In order to qualify based on a combination, graduate education must be in excess of 2 full years. GS-12: To be eligible at the GS-12 level, you must have at least one year of specialized experience equivalent to the GS-11 level. Specialized experience is defined as experience interpreting and adapting guidance to support the delivery of comprehensive, sometimes unprecedented, management advisory and technical services in the areas of staffing and recruitment and employee benefits. In addition, experience providing advisory and technical services in at least one other human resource function is required: employee relations and performance management, position classification, human resource development, or employee compensation. Interagency Career Transition Assistance Plan (ICTAP)- The ICTAP provides eligible displaced Federal competitive service employees with selection priority over other candidates for competitive service vacancies. If your agency has notified you in writing that you are a displaced employee eligible for ICTAP consideration, you may receive selection priority if: 1) this vacancy is within your ICTAP eligibility; 2) you apply under the instructions in the announcement; and 3) you are found well-qualified for this vacancy. To be well-qualified, you must satisfy all qualification requirements for the vacant position and receive a score of 85 or better on established ranking criteria. You must provide proof of eligibility to receive selection priority. Such proof may include a copy of your written notification of ICTAP eligibility or a copy of your separation personnel action form. Additional information about ICTAP eligibility is at: http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Career Transition Assistance Plan (CTAP)-The CTAP provides eligible surplus and displaced competitive service employees in the Department of Justice with selection priority over other candidates for competitive service vacancies. If your Department of Justice component has notified you in writing that you are a surplus or displaced employee eligible for CTAP consideration, you may receive selection priority if: 1) this vacancy is within your CTAP eligibility, 2) you apply under the instructions in this announcement, and 3) you are found well-qualified for this vacancy. To be well qualified, you must satisfy all qualification requirements for the vacant position and receive a score of 85 or better on established ranking criteria. You must provide a copy of your written notification of CTAP eligibility with your application. Additional information about CTAP eligibility is at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Veterans Employment Opportunity Act (VEOA) -VEOA allows eligible veterans to apply and compete for positions announced under merit promotion procedures when the hiring agency is recruiting from outside its own workforce. To be eligible for a VEOA appointment, a veteran must be honorably separated and either a preference eligible or have substantially completed three (3) or more years of continuous active military service. If you are applying for a Merit Promotion announcement and wish to be considered under VEOA, you must submit a copy of the Member Copy 4 of your DD-214, in addition to any other required documents listed on this announcement. Special Employment Consideration - Persons with disabilities, veterans with a compensable service-connected disability of 30% or more, certain other veterans, spouses of certain members of the armed forces, and returning Peace Corps volunteers are examples of individuals who are potentially eligible for non-competitive appointments. For further information, click on the links provided below . You must specify in your online questionnaire under what authority you wish to be considered and submit appropriate documentation to verify your eligibility. Noncompetitive Appointment Authorities Links: https://www.opm.gov/policy-data-oversight/hiring-information/competitive-hiring/#url=Types-of-Appointments Education All academic degrees and coursework must be completed at a college or university that has obtained accreditation or pre-accreditation status from an accrediting body recognized by the U.S. Department of Education. For a list of schools that meet this criteria, see http://www.ed.gov OR Education completed in foreign colleges or universities may be used to meet the above education requirements if you can show that the foreign education is comparable to that received in an accredited educational institution in the United States. It is your responsibility to timely provide such evidence by submitting proof of creditability of education as evaluated by a credentialing agency with your application materials. More information may be found at http://www2.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html. All documentation must be in English or include an English translation. Additional Information Payment of relocation expenses will not be authorized. The Department of Justice offers a comprehensive benefits package that includes, in part, paid vacation; sick leave; holidays; telework; life insurance; health benefits; and participation in the Federal Employees Retirement System. Selective Service: If you are a male applicant born after December 31, 1959, you must certify that you have registered with the Selective Service System, or are exempt from having to do so under the Selective Service Law. See http://www.sss.gov/. Reasonable Accommodation Statement: Federal Agencies must provide reasonable accommodation to applicants with disabilities, where appropriate. Applicants requiring reasonable accommodation for any part of the application and hiring process should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. EEO Statement: The United States government does not discriminate in employment on the basis of race, color, religion, sex, pregnancy, national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor. Political Appointees (Current or Former): The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or Non-Career SES employee in the Executive Branch, you must disclose this information to the HR Office. Failure to disclose this information could result in disciplinary action including removal from Federal Service.

**Job Description:**

The Human Resources Director (HRD) serves as a strategic partner to design and deliver people strategies and solutions, including workforce planning, leadership coaching, and organizational design not only at St. James Hospital, but for identified service lines at Intermountain Health. The HR Director ensures that business outcomes are achieved through effective change management support and by facilitating caregiver engagement, and develops integrated, data informed solutions by partnering with business and clinical senior leaders, as well as the HR Solutions Center and Networks of Expertise.

Along with offering a chance to work in a stable, strong, mission-based environment, this role offers the opportunity to experience Montana’s diverse culture and incredible landscape. You’ll be able to explore abundant outdoor recreational opportunities, including skiing, hiking, and fishing, as well as stunning national parks and forests, all within hours of where you’ll call home. Becoming a part of the Intermountain team means gaining a family and finding a place to plant your roots.

Benefits are one of the ways we encourage health for you and your family. Our generous package includes medical, dental, and vision coverage. But health is more than a well-working body: it encompasses body, mind, and spiritual well-being. To that end, we’ve launched a Healthy Living program to address your holistic health. Healthy Living includes financial incentives, digital tools, tobacco cessation, classes, counseling, and paid time off. We also offer financial wellness tools and retirement planning.

**This is an exempt, full-time** **remote / work from home position with periodic travel requirements to Butte, Montana.** **To show our commitment to you and assist with your transition into our organization, we may offer a sign-on and/or relocation bonus when applicable.**

With this position, you are eligible to participate in an annual pay-for-performance opportunity (“AP4P”). This plan enables Intermountain Health to provide leaders with an additional performance compensation opportunity. The AP4P opportunities are calculated as a percentage of your base salary. Awards are paid out based on attainment of selected Intermountain Health Board-approved goals.

As the Human Resources Director you need to know how to:

+ Assist and advise management and caregivers on correct interpretation of Human Resources policies and procedures.

+ Develop and maintain Human Resources programs and processes.

+ Negotiate union contracts and lead through labor relations responsibilities.

+ Develop and implement program communication designed to present information regarding Human Resource programs.

+ Develop and maintain compliance programs that ensure Intermountain Health business operations meet all legal and regulatory requirements.

+ Analyze current and future knowledge and skill requirements for job families or positions.

+ Provide information to managers and associates regarding compensation and benefit programs.Liaise with Talent Acquisition Department and site hiring managers to ensure recruitment needs are being met.

+ Plan and coordinate associate recognition events and activities.

+ Participate in presentations to promote awareness and education about Intermountain Health Human Resource information.

+ Participate in System Services Human Resources Leader initiatives.

+ Conduct investigations and determines appropriate levels of corrective discipline as required.

+ Work closely with AOHS in the implementation and follow-up of leaves of absence, workers compensation, and ADA issues.

+ Develop education and training for leadership in HR specific topics.

+ Participate and lead projects that enhance the Intermountain Health Human Resource processes.

+ Liaise and consult with recruitment regarding HR policies, regulatory guidelines and HR processes.

+ Review, recommend changes to, and revises HR policies and procedures.

Minimum Qualifications

+ Bachelors degree in Human Resources or related field, or equivalent experience is requiredA Masters degree is preferred

+ Minimum of five (5) years of comprehensive Human Resources experience, as well as continuous training related to Human Resource issues is required

+ **This HRD will have union / labor relations responsibilities, as such, prior experience with union contracts and negotiations is essential**

+ A comprehensive level of knowledge is required in: Employment / Labor Law, Staffing / Recruiting, Organizational Development, Compensation, Government Regulations, Project Management, Policy Design, Strategic Partnering, Employee Relations / Diversity/ EEO /AA, Performance Management, Investigations, Benefits, Training and Development, Customer Service / Relations, Restructuring and Redeployment

+ A general level of knowledge is required in Community Relations, Payroll, Organizational Resources, Corporate / Public Relations, Human Resource Information Services, Workers Compensation Administration, Compliance / Regulatory.

\#LI-EXECRC

**Physical Requirements:**

**Physical Requirements**

+ Interact with others requiring employee to verbally communicate, as well as, hear and understand spoken information.

+ Operate computers, telephones, office equipment, and manipulate paper requiring the ability to move fingers and hands.

+ See and read computer monitors and documents.

+ Remain sitting or standing for long periods of time to perform work on a computer, telephone, or other equipment.

**Location:**

St James Hospital

**Work City:**

Butte

**Work State:**

Montana

**Scheduled Weekly Hours:**

40

The hourly range for this position is listed below. Actual hourly rate dependent upon experience.

$57.75 - $89.14

We care about your well-being – mind, body, and spirit – which is why we provide our caregivers a generous benefits package that covers a wide range of programs to foster a sustainable culture of wellness that encompasses living healthy, happy, secure, connected, and engaged.

Learn more about our comprehensive benefits package here (https://intermountainhealthcare.org/careers/benefits) .

Intermountain Health is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

At Intermountain Health, we use the artificial intelligence ("AI") platform, HiredScore to improve your job application experience. HiredScore helps match your skills and experiences to the best jobs for you. While HiredScore assists in reviewing applications, all final decisions are made by Intermountain personnel to ensure fairness. We protect your privacy and follow strict data protection rules. Your information is safe and used only for recruitment. Thank you for considering a career with us and experiencing our AI-enhanced recruitment process.

All positions subject to close without notice.

**Hungry, Humble, Honest, with Heart.**

**The Opportunity**

We have an exciting career opportunity for an Employee Relations Representative to leverage your strong investigation, performance management and employee relations knowledge and skills, as well as data analytics and program management capabilities to provide a wide range of ER support to our global employee client-base in a key role on a people-focused ER team. You get to work closely not only with our high-performing global ER team, but with Nutanix’s talented People Business Partners, In-House Employment Counsel, Compliance and other key stakeholders to ensure we deliver in our Core Values and Culture Principals.

**About the Team**

At Nutanix, you will have the opportunity to join the Employee Relations team, a group of passionate professionals dedicated to fostering a positive work environment. The team is geographically dispersed but maintains a strong sense of collaboration and camaraderie. You can expect your colleagues to be supportive, willing to share knowledge, and eager to help one another succeed.

You will report to the Employee Relations Director, a seasoned leader who values open communication, professional development, and a strong work ethic. As part of the Employee Relations team, you will have the flexibility to work remotely, with the option to go into the office as needed. Nutanix promotes a healthy work-life balance, emphasizing results over face time in the office.

Additionally, the role may include travel requirements on an as-needed basis. This could involve visiting other Nutanix offices or attending employee relations-related events or meetings. Though travel is not a primary component of the role, the willingness to travel occasionally is beneficial for building relationships and enhancing your understanding of different work environments within the company.

**Your Role**

+ Conducting routine workplace investigations independently or under the guidance of ER Managers and/or Employment Counsel; including conducting interviews, preparing findings and closing documentation, and making recommendations for remediation.

+ Partner with the People Business Partners, Legal, Benefits and other key stakeholders, to manage routine employee relations matters for assigned client groups; including, but not limited to, LOA's Immigration, mediation, and performance management.

+ Interpreting and applying Nutanix’s policies, procedures, Core Values and Code of Business Conduct to address workplace concerns.

+ Will also function as a ER Data Subject Matter Expert, designing, optimizing, implementing and maintaining ER case management tools, dashboards and reports.

+ Collecting and synthesizing ER data for metrics reporting, identifying data themes/trends, recommending, and implementing data-driven processes/program improvements.

+ Building and implementing ER process improvements informed by well-researched best practice tools and deploy within the global ER team and/or to key stakeholders.

+ Supporting ER/HR enablement training through design and delivery of presentations.

+ Working on special projects/ER programs such as implementation of ER Case tracking system, support affirmative action plan reporting, and delivering enablement training.

**What You Will Bring**

+ Bachelor’s Degree in Human Resources or equivalent with a strong interest or emphasis in employee relations or employment law.

+ Minimum of 3 years HR experience or equivalent education and experience

+ Experience in a consultative HR Generalist, ER Analyst or similar capacity in hi-tech is highly desired.

+ Demonstrated ability to synthesize complex information and translate them into meaningful output.

+ High degree of critical thinking particularly related to end to end processes

+ Work with a high level of productivity to produce quality output. .

+ Good working knowledge of corrective action and investigative best practices, state and federal labor laws, how to manage leaves of absences and workplace accommodations.

+ Good understanding of labor laws, Immigration, Leave of Absences/Disability/Accommodations highly desired

+ 1-2 years of creating data analytic tools, analyzing, synthesizing, reporting and making recommendations based on the data. Experience with ER case management platforms (ServiceNow or HR Acuity), and Tableau preferred.

+ Ability to effectively multitask and meet completing deadlines using strong program and time management skills.

+ Are highly resourceful when working in the gray; quick thinker

+ Exceptional communications skills and abilities in both written and verbal format to communicate to all levels an organization.

+ High proficiency in office tools such as (Microsoft Office, SLACK, Outlook, Excel, Goggle Docs, Workday, Zoom).

+ Proficiency in setting up large meetings/webinars through Zoom and using their features including polls, breakout rooms, meeting templates highly desired.

+ Experience in Global ER Partnership is preferred and will be nurtured in this role.

+ May require travel as needed

+ Willing and able to work flexible hours

+ This role can be a hybrid/remote position

The pay range for this position at commencement of employment is expected to be between USD $ 83,840 and USD $ 168,120 per year.

However, base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements, including a sign-on bonus, restricted stock units, and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment.

If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. Our application deadline is 40 days from the date of posting. In good faith, the posting may be removed prior to this date if the position is filled or extended in good faith.

We're an Equal Opportunity Employer Nutanix is an Equal Employment Opportunity and (in the U.S.) an Affirmative Action employer. Qualified applicants are considered for employment opportunities without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, marital status, protected veteran status, disability status or any other category protected by applicable law. We hire and promote individuals solely on the basis of qualifications for the job to be filled. We strive to foster an inclusive working environment that enables all our Nutants to be themselves and to do great work in a safe and welcoming environment, free of unlawful discrimination, intimidation or harassment. As part of this commitment, we will ensure that persons with disabilities are provided reasonable accommodations. If you need a reasonable accommodation, please let us know by contacting CandidateAccommodationRequests@nutanix.com.

**Description:**

At Hyatt, we believe our guests select Hyatt because of our caring and attentive associates who are focused on providing efficient service and meaningful experiences. As part of the property’s Executive Committee, the Director of Human Resources is a highly visible role with exposure to Senior and Corporate leadership, responsible for aligning associate strategies with operational and service objectives to meet the hotel’s business goals. The Human Resources function prides itself on excellence, service, integrity, and accountability. This position reports to the hotel General Manager.

The ideal candidate for this role is an experienced Human Resources Director with a demonstrated track record in the hospitality industry, specifically managing HR functions in a property with 400 colleagues. This individual will have demonstrated success in exercising sound judgment and maintaining the utmost discretion in a professional environment. An advanced level of communication, responsiveness, and time management are essential to thrive in this high-impact position. Additionally, the successful candidate will possess extensive knowledge of employment law, compensation planning, and change management within HRIS, HCM and ATS systems.

**Responsibilities**

+ Lead both strategic and tactical HR functions, focusing on workforce planning, recruitment and staffing, wage and salary administration, employee and labor relations, benefits, and workforce training and development.

+ Develop and implement HR policies and procedures that support the hotel’s operational objectives and align with corporate standards.

+ Lead initiatives to support workforce diversity and inclusion.

+ Demonstrate expertise in employment law and government regulations affecting HR, guiding the property’s compliance efforts.

+ Develop and implement comprehensive compensation plans and ensure alignment with industry standards.

+ Provide strong guidance and support in employee relations, including training and counseling managers on conflict resolution and employee concerns.

+ Administer HRIS, HCM and ATS systems to support operational efficiencies and ensure accurate HR data management.

+ Grow and develop an HR team, fostering a culture of excellence, integrity, and accountability.

+ Conduct needs analyses and create, implement, and monitor relevant training programs.

+ Work closely with Corporate HR and senior leadership on HR strategy and reporting.

+ Participate actively in professional HR organizations to remain current on industry best practices.

+ Participates in the resort's leader on duty program.

**Qualifications:**

+ Minimum of 6 years of progressive Human Resources experience, including previous experience as an HR Director in a hospitality resort environment with 400 colleagues.

+ Proven discretion in handling sensitive information in a professional environment.

+ Strong judgment and decision-making skills with experience in managing a team through growth and development phases.

+ High emotional intelligence and humility, with the ability to build meaningful connections, understand diverse perspectives, and respond with empathy in complex situations.

+ Advanced communication skills with a high level of responsiveness to address and resolve HR issues promptly.

+ Extensive knowledge of employment law, compensation planning, and HRIS/HCM/ATS systems.

+ Proficiency in Microsoft Word and Excel, with excellent organizational, interpersonal, and administrative skills.

+ Service-oriented style with professional presentation skills.

At Hyatt, associates work in a dynamic, performance-driven environment that rewards dedication and excellence. If you are ready for the challenge, we are ready for you.

**_All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status._**

**Primary Location:** US-AZ-Tucson

**Organization:** Miraval Arizona Resort and Spa

**Pay Basis:** Yearly

**Job Level:** Full-time

**Job:** Human Resources

**Req ID:** TUC001848

Hyatt is an equal employment opportunity and affirmative action employer. We do not discriminate on the basis of race, color, gender, gender identity, sexual orientation, marital status, pregnancy, national origin, ancestry, age, religion, disability, veteran status, genetic information, citizenship status or any other group protected by law.

**Additional Information** Relocation Assistance Available

**Job Number** 25088118

**Job Category** Human Resources

**Location** JW Marriott Tucson Starr Pass Resort & Spa, 3800 W. Starr Pass Boulevard, Tucson, Arizona, United States, 85745VIEW ON MAP (https://www.google.com/maps?q=JW%20Marriott%20Tucson%20Starr%20Pass%20Resort%20%26%20Spa%2C%203800%20W.%20Starr%20Pass%20Boulevard%2C%20Tucson%2C%20Arizona%2C%20United%20States%2C%2085745)

**Schedule** Full Time

**Located Remotely?** N

**Position Type** Management

**JOB SUMMARY**

Executes strategies that serve to attract, retain and develop diverse premiere talent. Position directs and works with human resource employees on recruitment, total compensation, employee relations and training and development. Executes against objectives outlined in the Human Resource Business Plan and delivers services that meet or exceed the needs of employees and enable business success. Ensures compliance with applicable laws and regulations as well as Standard Operating Procedures.

**CANDIDATE PROFILE**

**Education and Experience**

• High school diploma or GED; 4 years experience in the human resources, management operations, or related professional area.

OR

• 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.

**CORE WORK ACTIVITIES**

**Managing Legal and Compliance Practices**

• Ensures terminated employee files are retained for the required length of time.

• Ensures compliance on all human resource audits.

• Ensures proper documentation of all progressive disciplinary action is kept in employee file.

• Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation).

• Works with the unemployment services provider to respond to unemployment claims.

• Attends unemployment hearings and ensures property is properly represented.

• Ensures employees are treated fairly and equitably.

• Ensures Guarantee of Fair Treatment policy is consistently followed and proper documentation is maintained on all disciplinary issues.

• Ensures employees are treated fairly and equitably and that issues are brought to resolution.

• Administers property policies fairly and consistently.

• Ensures disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and support the Peer Review Process.

**Managing Human** **Resources Communication**

• Communicates changes to the benefit plans in a timely manner.

• Communicates property rules and regulations via an employee handbook.

• Coaches managers on progressive discipline process.

**Managing Staffing and Employee Development Activities**

• Participates in the interviewing and hiring of Human Resources employee team members.

• Ensures performance evaluations and merit increase paperwork are maintained in employee files.

• Manages performance appraisal process (e.g., ensures reviews are conducted in a timely manner, increases are processed quickly, and management performance appraisal is completed).

**Maintaining Employee Relations**

• Establishes and maintains open, collaborative relationships with employees.

• Utilizes an “open door” policy to address employee problems or concerns in a timely manner.

• Ensures effective employee communication channels are established and active in departments.

• Ensures employees establish and maintain open, collaborative relationships with their team members.

• Strives to improve employee retention.

• Monitors work environment for signs of union organization.

• Solicits employee feedback.

• Organizes Spirit to Serve Our Communities events.

The salary range for this position is $93,000 to $121,000 annually. Marriott offers a bonus program, comprehensive health care benefits, 401(k) plan with up to 5% company match, employee stock purchase plan at 15% discount, accrued paid time off (including sick leave where applicable), life insurance, group disability insurance, travel discounts, adoption assistance, paid parental leave, health savings account (except for positions based out of or performed in Hawaii), flexible spending accounts, tuition assistance, pre-tax commuter benefits, other life and work wellness benefits, and may include other incentives such as stock awards and deferred compensation plans. Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions.

The compensation and benefits information is provided as of the date of this posting. Marriott reserves the right to modify compensation and benefits at any time, with or without notice, subject to applicable law.

_At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law._

Marriott Hotels strive to elevate the art of hospitality, innovating at every opportunity while keeping the comfort of the oh-so-familiar all around the globe. As a host with Marriott Hotels, you will help keep the promise of “Wonderful Hospitality. Always.” by delivering thoughtful, heartfelt, forward-thinking service that upholds and builds upon this living legacy. With the name that’s synonymous with hospitality the world over, we are proud to welcome you to explore a career with Marriott Hotels. In joining Marriott Hotels, you join a portfolio of brands with Marriott International. **Be** where you can do your best work, **begin** your purpose, **belong** to an amazing global team, and **become** the best version of you.

JW Marriott is part of Marriott International's luxury portfolio and consists of more than 100 beautiful properties in gateway cities and distinctive resort locations around the world. JW believes our associates come first. Because if you’re happy, our guests will be happy. JW Marriott associates are confident, innovative, genuine, intuitive, and carry on the legacy of the brand’s namesake and company founder, J.Willard Marriott. Our hotels offer a work experience unlike any other, where you’ll be part of a community and enjoy true camaraderie with a diverse group of co-workers. JW creates opportunities for training, development, recognition and most importantly, a place where you can pursue your passions in a luxury environment with a focus on holistic well-being. Treating guests exceptionally starts with the way we take care of our associates. That’s The JW Treatment™. In joining JW Marriott, you join a portfolio of brands with Marriott International. **Be** where you can do your best work,​ **begin** your purpose, **belong** to an amazing global​ team, and **become** the best version of you.

**Responsibilities**

Are you a driven and self-motivated HR Leader looking for your next opportunity?

+ Do you thrive in a results-driven and dynamic atmosphere where your success, collaboration and agility are recognized and highly valued?

+ Are you ready to join an organization offering career advancement opportunities throughout your career journey?

+ Are you looking for an inclusive environment with a culture of collaboration and belonging?

If so, this may be an ideal opportunity for you!

**Position Summary:**

The Director of Human Resource Operations delivers the full range of operational Human Resources activities within the Chandler Regional Medical Center and Mercy Gilbert Medical Center facilities in the East Valley of Phoenix, and provides operational and strategic leadership to human resources and executive leaders at the facilities. Additionally, serves as the HR leader for the facilities, developing and ensuring all HR functions and activities enable business success. Flexible and hands on, the Director of Human Resources continually refines the role of Human Resources within the facilities as a dynamic and fully-integrated operational and strategic leader. Reporting to the Market Director of HR, you will be a key member of and thought partner to CRMC and MGMCs leadership team and lead a staff of HR professionals.

**Principal Duties and Accountabilities:**

+ Provides advice, recommendations and coaching to leaders on HR and workforce issues. Leads employee engagement activities, advises leaders on and ensures compliance with HR policies, procedures and practices, and manages day to day employee relations.

+ Provides direction and support to management with interpretation of policies and procedures and collective bargaining agreements. Provides education and advice on proper documentation and/or legal requirements for performance improvement and termination process.

+ Serves as an advocate for the employee, management and the facility and encourages problem resolution through the chain of command. Diagnoses and determines the scope of organizational issues, leveraging service area and system HR resources to deliver effective solutions to drive necessary cultural change and outcomes. Influences operational outcomes that improve efficiency, productivity and reduces cost.

+ Advises management and ensures compliance with laws and regulations pertaining to human resources. Delivers processes and programs that ensure readiness and compliance in a highly regulated healthcare environment.

**Functional Competencies:**

+ Decision making and critical thinking: Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.

+ Human Resources Operations: Knowledge of human resources(HR) policies, operational processes and considerations; ability to implement HR related tasks, processes, and projects to ensure that day-to-day operations run smoothly.

+ HR Legal and Regulatory Environment: Knowledge of federal, state and local laws and ability to advise on laws and regulations affecting HR practices.

+ Human Resources Planning and Development: Knowledge of policies, considerations and processes of human resources (HR) planning and development; ability to plan and develop an organization's HR operations in order to increase individual and organizational effectiveness.

+ Employee Relations: Knowledge of the rights and obligations in the employee and employer relationship and ability to adhere to legal requirements when handling employee negotiations.

+ HR Policies, standards and procedures: Knowledge of human resource function and ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.

+ Workforce Analytics: Knowledge of human resources (HR) and workforce issues and trends; ability to analyze workforce data, information and metrics and apply the results to support business decisions.

+ Influencing: Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.

**Qualifications**

**Education:**

+ Bachelor's degree or Master's degree, or a combination of education and/or additional job related experience in lieu of the degree.

**Experience:**

+ Minimum of five (5) years of progressive leadership experience in Human Resources is required.

**Preferred skills and experience:**

+ HR experience in a large healthcare system is helpful.

+ PHR or SPHR.

+ Working knowledge of federal and state labor and employment laws, FMLA, HIPPA, ADA, COBRA and Affirmative Action Programs.

+ Strong interpersona and influencing skills, including excellent verbal and written communication skills.

+ Success making compelling presentations to various audiences including executive leadership.

+ Strategic acumen with experience building and maintaining a healthy culture.

+ Desire to become involved in community activities and relations.

**We offer the following benefits to support you and your family:**

+ Medical/Dental/Vision Insurance (no premium option for employee benefits)

+ Flexible spending accounts

+ Matching 401(k) retirement program

+ Fully Funded Pension Plan

+ Paid Time Off (PTO)

+ Tuition Reimbursement

+ Mental Health Benefit

+ Employee Life Insurance

+ Eligible for annaul incentive pay based on company performance

+ Relocation assistance if applicable

+ Dignity Health now offers an Education Benefit program for benefit-eligible employees in Arizona. This program provides debt relief and student loan assistance to help you achieve your goals. Full-time employees can receive up to $18,000 over five years, while part-time employees can receive up to $9,000. Advanced Practice Providers and Faculty Physicians can receive up to $90,000 if full-time and hired within a year of completing their residency or fellowship. Part-time providers can receive up to $45,000. Join our team at Dignity Health to take advantage of this amazing opportunity!

\#LI-DH

**Overview**

**Hello Humankindness (https://hellohumankindness.org/)**

Chandler, Arizona , has a stable suburban population with an economy anchored by many large financial and high tech companies. Located southeast of Phoenix, Chandler is a skillfully developed community of friendly, diverse neighborhoods with expansive parks, great schools, convenient shopping, and excellent career opportunities.

For more than 50 years, Dignity Health’s Chandler Regional Medical Center has focused on quality patient care and service to the community. As the longest established hospital in the southeast valley, Chandler Regional has provided care for the Chandler community since 1961. The hospital recently added a new five-story tower with 96 patient beds, increasing the acute-care bed count to 496. This expansion increased emergency and trauma services, as well as the surgical unit and intensive care offerings.

The word “dignity” perfectly defines what our organization stands for: showing respect for all people by providing excellent care. At Chandler Regional, our employees are the heart and soul of our organization. They are the reason we are able to live out our healing ministry within the communities we serve. Our doctors, nurses and allied health professionals are a regular self-contained support system for each other. This unique working culture is one of the reasons why a career with us is so rewarding. Now is the perfect time to come grow your career with one of Arizona's Most Admired Companies (https://hospitals.dignityhealth.org/chandlerregional/Pages/default.aspx) . For more information visit: https://www.dignityhealth.org/arizona/locations/chandlerregional

Look for us on Facebook (https://www.facebook.com/ChandlerRegionalMC) and follow us on Twitter (https://twitter.com/ChandlerRegiona) .

**Pay Range**

$49.20 - $71.34 /hour

We are an equal opportunity/affirmative action employer.

Summary THIS IS A NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION. This National Guard position is for a HUMAN RESOURCES SPECIALIST (MILITARY) T32, Position Description Number PDD2009000 and is part of the AZ JFHQ ARMY, National Guard. Responsibilities This position is located in Phoenix, Arizona with the JFHQ G1.The purpose of this position is to provide technical expertise and guidance for all military personnel assigned in the State, and oversees the functions of one of the following human resource programs: Officer Personnel Management (OPM), Enlisted Personnel Management (EPM), Personnel Systems, SIDPERS Interface Branch (SIB), or the Personnel Services Section. THIS IS A NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION. Requirements Conditions of Employment Qualifications Military Grades: Enlisted: E-5/SGT to E-7/SFC Warrant Officer Candidate / WOC Warrant Officer: W-1/WO1 to W-2/CW2 Officer: O-1/2LT to O-2/1LT Compatible Military Assignments: Must possess an Army MOS/Branch SPECIALIZED EXPERIENCE:1-year specialized experience must be equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force. MAJOR DUTIES: erves as an Deputy G1 advisor to commanders on assigned unit human resources (HR) program. Interprets policy and provides procedural guidance to commanders, supervisors, staff members and individual military members. Provides training to supervisors and guidance and assistance to military members on program for which assigned. Participates in Soldier Readiness Processing (SRP) and unit mobilizations and de-mobilizations. Reviews, evaluates, and interprets regulatory guidance, policies, and procedures applicable to military personnel programs and provides guidance to all users. Drafts and implements State policy based on the aforementioned policies. Publishes guidance to enhance and simplify completion and submission of personnel actions. Conducts command inspections, staff visits and trains personnel within the unit in all programs for which responsible. Conducts periodic briefings for staff, commanders, and administrative personnel to promote full understanding of all aspects of the assigned program. Provides commanders, supervisors, and MILPO staff with a variety of statistical data or reports pertaining to military HR issues in order to assist in HR management decisions. Responds to correspondence (general, other agency, congressional, etc.) regarding military personnel issues. Researches, prepares response, and maintains action file. As required, forwards responses for review and/or responses for the MILPO Director and/or State Adjutant General. Estimates and projects future travel and funding requirements and submits request to MILPO Director. Oversees one of the following programs identified in duties 2 through 4. Responsible for and oversees the direction of the EPM/OPM or Incentives program and functions as the technical expert. Determines the methods and procedures for conducting military career guidance and counseling to ensure officer or enlisted personnel have an optimal and established career pattern. Provides direction, information, and/or counseling to MILPO staff and commanders of Major Army Command (MACOMM) through unit commanders, supervisors, as well as individual military members as required. Provides information and ensures regulatory compliance regarding area of responsibility which may include, but is not limited to: accessions, appointments, assignments, reassignments, transfers, promotions, Selected Reserve Incentive Program (SRIP), discharges, separations, retirements, Officer Evaluation Reports (OER) Non-Commissioned Officer Evaluation Reports (NCOER), awarding of Area of Concentration (AOC), Functional Areas (FA), Additional Skill Identifiers (ASI), Special Qualification Identifiers (SQI), Military Occupational Specialty (MOS) identifiers (primary or secondary), Stop Loss programs, and National Guard Bureau (NGB) waivers, casualty assistance, and requests for retention beyond mandatory removal date. Reviews and determines eligibility upon accepting military technicians (dual status) or AGR positions. Assists other organizations and agencies/units in development of battle roster and personnel assignment. Convenes or participates in various boards which may include: Promotion, DA Boards, awards, selective/qualitative retention, MOS Medical Review Board (MMRB), Incapacitation Review Boards, etc. Tracks Contingency Temporary Tour of Active Duty for Operational Support (CO-ADOS). Initiates action for the issuance of all military orders relating to military personnel actions and distributes accordingly. Reviews Table of Distribution and Allowances (TDA), Table of Organization and Equipment (TOE), Modified TOE (MTOE), and/or Unit Manning Report (UMR) for the requirements, authorizations and movements of military personnel. Responsible for the review and verification of promotion actions and/or the review and forwarding of packets for promotion board actions and general Officer nomination packets. Responsible for and oversees the direction of IPPS-A and internal/external interfaces, and functions as the technical expert. Responsible for and ensures the timely and accurate processing of submitted military personnel actions. Manages a control log to maintain document control and an audit trail of all transactions received and dispersed in IPPS-A. Notifies units and higher echelons of rejected or incomplete transaction/documentation, necessary steps or processes required to resolve the problem and maintains a database for tracking and suspension of submissions for identification of trends and problems. Identifies problem areas in the types of submissions (based on rejects/incomplete documentation), the locations where training is needed, and creates and provides training material. Reviews and processes the units forecasted MTOE and TDA structures. Creates and processes rear detachment MTOE as a result of unit mobilization. Coordinates with the other MILPO sections and Military Pay to resolve any problems associated with the IPPS-A system. Creates and provides various scheduled reports as well as special request reports. Provides oversight and guidance on the Retirement Points Accounting Management (RPAM) program. Coordinates with NGB field representative for technical assistance and information.Responsible for and oversees the direction of the Personnel Services Section and functions as the technical expert. Oversees the performance of document handling, records maintenance, and the Integrated Personnel Electronic Records Management System (iPERMS). Directs staff in performance of periodic record reviews and inventories to ensure total record accountability. Establishes access control lists to restrict unauthorized personnel from gaining access to personnel files other than their own or for those they are responsible for. Selects staff members to accompany files on an as needed basis i.e., review boards, SRP's, mobilizations/de-mobilizations, etc. Ensures staff members provide military members with information regarding their benefit selections (i.e. life insurance and designation of beneficiary), identify documentation required to update Defense Enrollment Eligibility Reporting System (DEERS), understand requirements to issue identification cards, etc. Provides oversight on the processing of records for separation/discharge to include: proper identification and crediting of MOS, awards, training, dates of service, type of discharge, computation of total creditable service, etc. Accomplishes and oversees the technical support work in the program area assigned with the assistance of subordinate employees which may be Active Guard Reserve (AGR), full time Technician, or civilian. Performs limited supervisory duties which include assignment and review of work on a daily, weekly, or monthly basis; assure that production and accuracy requirements are met; approval of leave; effect minor disciplinary actions i.e., warnings or reprimands; identify training needs; and recommend performance standards and ratings. Performs other duties as assigned. Education You must provide transcripts or other documentation to support your Educational claims. To receive credit for Education, you must provide documentation of proof that you meet the Education requirements for this position. Additional Information If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency (https://www.sss.gov/RegVer/wfRegistration.aspx).