ZipRecruiter

Log In

1

Chro Jobs in Arizona (NOW HIRING)

Valle del Sol, Inc.

HR Director

Phoenix, AZ · On-site

$120 - $180/hr

  • Retirement

Working collaboratively with the CHRO, Senior HR Business Partner, and other HR and organizational leaders, the HR Director ensures HR operational practices align with organizational priorities ...

Valle del Sol

HR Director

Phoenix, AZ · On-site

$120 - $160/hr

  • Retirement

Working collaboratively with the CHRO, Senior HR Business Partner, and other HR and organizational leaders, the HR Director ensures HR operational practices align with organizational priorities ...

Valle Del So

HR Director

Phoenix, AZ · On-site

  • Retirement

Working collaboratively with the CHRO, Senior HR Business Partner, and other HR and organizational leaders, the HR Director ensures HR operational practices align with organizational priorities ...

Cognite - AI for Industry

Compensation & Benefits Lead

Phoenix, AZ

$124K - $169K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

You will report directly to, and partner closely with, the VP, People Operations & Rewards, while serving as the subject matter expert to the CHRO and CFO alongside the broader People & Organization ...

next page

Showing results 1-20

All JobsChro JobsChro Jobs in Arizona

Chro information

See Arizona salary details

$21.4K

$74.3K

$128.1K

How much do chro jobs pay per year?

As of Aug 20, 2026, the average yearly pay for chro in Arizona is $74,347.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,300.00 and $82,900.00 per year, depending on experience, location, and employer.

How does a Chief Human Resources Officer (CHRO) typically collaborate with other executive leaders to shape company culture?

A Chief Human Resources Officer (CHRO) works closely with fellow executives, such as the CEO, COO, and CFO, to design and implement people strategies that align with the organization's overall vision. This collaboration often involves regular executive meetings, joint planning sessions, and cross-functional initiatives to address talent management, diversity and inclusion, and employee engagement. The CHRO also plays a key role in ensuring that the company's culture supports business objectives and helps drive performance, requiring frequent communication and partnership with leaders from all departments.

What are the key skills and qualifications needed to thrive as a Chief Human Resources Officer (CHRO), and why are they important?

To thrive as a Chief Human Resources Officer, you need deep expertise in HR management, organizational development, labor law, and typically a relevant degree such as in human resources or business administration, often supported by senior HR certifications like SHRM-SCP or SPHR. Familiarity with HRIS platforms, talent management systems, and data analytics tools is commonly required. Exceptional leadership, strategic thinking, communication, and change management skills help drive company culture and align HR strategies with business objectives. These abilities are essential for guiding the organization’s workforce strategy, fostering employee engagement, and supporting overall business success.

Is a CHRO a stressful job?

A CHRO (Chief Human Resources Officer) role can be stressful due to responsibilities such as managing organizational culture, employee relations, and compliance with labor laws. The position often involves high-level decision-making, long hours, and handling sensitive issues, which can contribute to workplace stress.

What does a CHRO do?

A CHRO (Chief Human Resources Officer) is responsible for overseeing all aspects of an organization’s human resources strategy, including talent acquisition, employee relations, compliance, and organizational development. They develop policies, lead HR teams, and align HR initiatives with business goals to support company growth and culture.

What are the most commonly searched types of Chro jobs in Arizona?

The most popular types of Chro jobs in Arizona are:

What are popular job titles related to Chro jobs in Arizona?

For Chro jobs in Arizona, the most frequently searched job titles are:

What job categories do people searching Chro jobs in Arizona look for?

The top searched job categories for Chro jobs in Arizona are:

What cities in Arizona are hiring for Chro jobs?

Cities in Arizona with the most Chro job openings:

Chro jobs near you
Infographic showing various Chro job openings in Arizona as of August 2026, with employment types broken down into 92% Full Time, 5% Part Time, 2% Temporary, and 1% Contract. Highlights an 83% Physical, 6% Hybrid, and 11% Remote job distribution, with an average salary of $74,347 per year, or $35.7 per hour.

Chief Human Resources Officer (CHRO)

GTI Fabrication

Tempe, AZ

$300K - $350K/yr

Full-time

Re-posted 3 days ago

Job description

GTI is a contract manufacturing partner supporting customers in renewable energy, power generation, infrastructure, and industrial systems.
 
We fabricate custom designed, purpose-built enclosures and skids for our customers and perform mechanical and electrical integration in-house, delivering a true turn-key product to our customers. Our scope spans Engineering, prototype builds, through full production, requiring teams that can move fast, adapt, and execute with precision.
 
GTI Values: Safety I Quality I Customer Obsession I Speed I Agility 

Chief Human Resources Officer (CHRO)

Position Overview

GTI is hiring its first Chief Human Resources Officer, a new role created to give HR a permanent, dedicated seat on the Executive Leadership Team as the company scales toward a larger, multi-site organization. The CHRO will set enterprise-wide HR strategy and partner closely with GTI's HR Director, whose deep knowledge of GTI's people and operations is central to the function's success, to translate that strategy into execution across the business. This is a highly visible, hands-on executive role for a leader who wants to help shape a growing manufacturing company from the inside, not manage HR from a distance.

Key Responsibilities

  • Set and own the enterprise HR strategy, aligning people investments directly to GTI's growth, revenue, and margin targets
  • Serve as a full member of the Executive Leadership Team, shaping business strategy and decisions beyond HR, not just executing on them
  • Partner closely with the HR Director as a thought partner and advocate, supporting her priorities and development while holding ultimate accountability for enterprise HR, recruiting, and talent operations across every site
  • Own executive talent management: executive hiring, onboarding, compensation design, performance, and succession planning for the ELT and site leadership
  • Own organizational design for a scaling, multi-site manufacturing business
  • Serve as the senior-most escalation point for high-risk employee relations, legal exposure, and material compliance matters, partnering directly with Legal and the CEO
  • Own total rewards strategy company-wide: compensation philosophy, incentive design, and benefits strategy
  • Own culture strategy at the enterprise level: evolve and protect GTI's five core values and "Together We Win" mantra as the company scales headcount and geography
  • Support the growth of the HR function: HRIS and people analytics infrastructure, HR org design, and a scalable operating model across plants
  • Report directly to the CEO on workforce health, organizational risk, and progress against people strategy

Requirements

  • 15+ years of progressive HR leadership experience, including experience at a senior executive level (VP, SVP, or CHRO)
  • 10+ years of that experience within a manufacturing environment operating across multiple locations
  • Demonstrated experience building and scaling HR functions and teams within a fast-growing organization
  • Proven track record advising CEOs and executive teams on organizational design, executive talent, and succession planning
  • The CHRO must have deep expertise across the full HR discipline: compensation and total rewards, talent acquisition, employee relations, compliance, and organizational development
  • Experience owning HR technology and analytics infrastructure (HRIS, ATS, people analytics) as a company scales
  • Bachelor's degree required; advanced degree (MBA or related) or HR certification (SPHR, SHRM-SCP) preferred
  • Strong executive presence and communication skills, with the ability to represent HR credibly to the CEO and across the leadership team
  • CHRO candidates must have experience working across the full spectrum of a manufacturing workforce, including skilled trades (e.g. welders, electricians), professional and technical staff (e.g. engineers, administrative teams), and all other worker types found in a manufacturing environment
  • Willingness and ability to travel regularly to GTI plant locations

Preferred Qualifications

  • CHRO candidates should have experience in industrial manufacturing, energy, infrastructure, or a related capital-intensive sector
  • Experience partnering with founders or owner-operators in a closely held company
  • Track record of mentoring and developing high-potential HR leaders into expanded executive roles
  • Experience building or evolving a company-wide values and culture framework at scale
GTI promotes a diverse and inclusive workforce and is an Equal Opportunity Employer that does not discriminate against employees or applicants for employment on the basis of race, color, national origin, ancestry, age, religion, sex, gender, gender identity, gender expression, sexual orientation, physical or mental disability, medical condition, genetic information, military or veteran status, marital status, or any other Federal or State legally-protected classes. We also value the safety of all employees and work hard to maintain a Drug Free Workplace.
 
Privacy Policy
Terms & Conditions

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.