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Hrbp Manager Jobs in Arizona (NOW HIRING)

Nox Group

HR BUSINESS PARTNER MANAGER

Phoenix, AZ · On-site

Overview The HRBP Manager supports our leadership team in driving a culture rooted in engagement, inclusion, and shared values across a growing and dynamic workforce. This role focuses on creating ...

LG

HRBP

Phoenix, AZ · On-site

As a member of the Human Resources Team, The HRBP will provide consultation to Uniseal management and team members in a variety of Human Resources functions, to include: work culture, performance ...

LG

HRBP

Tucson, AZ · On-site

As a member of the Human Resources Team, The HRBP will provide consultation to Uniseal management and team members in a variety of Human Resources functions, to include: work culture, performance ...

Paychex

Employee Relations Manager

Phoenix, AZ · On-site +1

$76K - $117K/yr

  • Medical

  • Retirement

  • PTO

Paychex is reimagining how businesses manage their workforce by bringing payroll, HR, benefits, and ... Partners with Human Resources Business Partners (HRBP) to identify trends, provide insight, and ...

Paychex

Employee Relations Manager

Tempe, AZ · On-site +1

$76K - $117K/yr

  • Medical

  • Retirement

  • PTO

Paychex is reimagining how businesses manage their workforce by bringing payroll, HR, benefits, and ... Partners with Human Resources Business Partners (HRBP) to identify trends, provide insight, and ...

panoramic

Human Resources Specialist

Tempe, AZ · On-site

Designated point of contact for workers' compensation reporting; partnership with HRBP team, leaders and workers' comp management company * Perform other duties and responsibilities as required ...

Panoramic Health

Human Resources Specialist

Tempe, AZ · On-site

Designated point of contact for workers' compensation reporting; partnership with HRBP team, leaders and workers' comp management company * Perform other duties and responsibilities as required ...

TSMC

HR Business Partner (HRBP)

Phoenix, AZ · On-site

Manage a high-volume ER caseload across multiple shifts and departments * Conduct fact-finding investigations, including employee and manager interviews, documentation review, and written findings ...

TSMC

HR Business Partner (HRBP)

Phoenix, AZ

Manage a high-volume ER caseload across multiple shifts and departments * Conduct fact-finding investigations, including employee and manager interviews, documentation review, and written findings ...

TSMC

HR Leadership Partner

Phoenix, AZ · On-site

This role operates as a peer advisor to leaders (supervisors, section managers, department managers ... Serve as escalation point for People Experience HRBP's on complex or high-risk cases * Ensure ...

Verra Mobility

Executive Business Partner

Mesa, AZ · On-site

Serve as a liaison between the executive, HRBP, and broader leadership team to ensure alignment and follow-through on strategic people priorities. Administrative & Financial Management * Prepare and ...

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Hrbp Manager information

See Arizona salary details

$14K

$224.9K

$360.6K

How much do hrbp manager jobs pay per year?

As of Aug 16, 2026, the average yearly pay for hrbp manager in Arizona is $224,860.00, according to ZipRecruiter salary data. Most workers in this role earn between $186,400.00 and $279,600.00 per year, depending on experience, location, and employer.

What does an HRBP manager do?

An HRBP (Human Resources Business Partner) manager acts as a strategic partner to business leaders, aligning HR initiatives with organizational goals. They handle employee relations, talent management, performance coaching, and workforce planning, often using HRIS tools and data analysis to support decision-making.

What is an HRBP manager?

HRBP Managers, or Human Resources Business Partner Managers, are HR professionals who work closely with an organization's leadership to align business objectives with employees and management. They act as consultants to management on human resource-related issues, such as talent management, organizational development, and employee relations. HRBP Managers help drive strategic initiatives, improve workforce performance, and ensure HR policies support overall business goals. Their role is both strategic and operational, requiring a deep understanding of both HR functions and the business itself.

What are the most common challenges faced by an HRBP manager when aligning HR initiatives with business objectives?

One of the main challenges HRBP Managers face is bridging the gap between HR strategies and the specific needs of the business units they support. This often involves balancing organizational goals with employee needs, navigating change management, and ensuring consistent communication across departments. HRBP Managers must be proactive in understanding business priorities and agile in adapting HR practices accordingly, all while fostering employee engagement and compliance with policies.

What are the key skills and qualifications needed to thrive as an HRBP manager?

To thrive as an HRBP (Human Resources Business Partner) Manager, you need a solid background in HR management, organizational development, and employment law, often supported by a bachelor’s or master’s degree in HR or related fields. Familiarity with HRIS systems, data analytics tools, and professional certifications like SHRM-SCP or PHR is highly valuable. Exceptional interpersonal skills, business acumen, and the ability to influence and build relationships distinguish top performers in this role. These skills are crucial for aligning HR strategies with business objectives and driving organizational success through effective people management.

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

The most popular types of Hrbp jobs in Arizona are:

What cities in Arizona are hiring for Hrbp Manager jobs?

Cities in Arizona with the most Hrbp Manager job openings:

Hrbp Manager jobs near you
Infographic showing various Hrbp Manager job openings in Arizona as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $224,860 per year, or $108.1 per hour.

HR BUSINESS PARTNER MANAGER

Nox Group

Phoenix, AZ • On-site

Full-time

Posted 26 days ago

Job description

At Nox Group, we are dedicated to humanizing construction as one of the fastest-growing industrial enterprises in the US. Nox Group owns and operates Corbins, RMCI, Nox Innovations, and Construction Labels, and our teams set the standard as industry leaders. As we continue to expand our reach nationwide, we seek people who are passionate about personal growth and eager to make a positive impact throughout the industries and communities we serve. We prioritize our people, our partners, and our relationships. Start your journey today and join our skilled team.
Overview
The HRBP Manager supports our leadership team in driving a culture rooted in engagement, inclusion, and shared values across a growing and dynamic workforce. This role focuses on creating and assisting with employee experience initiatives, developing and owning HR processes, and leading a team of HR Business Partners. The HRBP Manager will help ensure consistency in HR practices and serves as a reliable point of contact for field and office staff, contributing to an engaged and supportive work environment.
This role will be supporting our West job sites, which right now include Arizona and Nevada. While this person would be based in Arizona, frequent travel to Nevada would be required. Frequency can be reviewed, but at a minimum would need to be a few days per month.
Responsibilities
Employee Relations
  • Serve as the primary escalation point for complex employee relations matters, including investigations, policy interpretation, conflict resolution, and corrective action strategies.
  • Lead sensitive conversations such as performance plans, behavioral concerns, and difficult separations, ensuring fairness and risk mitigation.
  • Mentor and guide HR Business Partners on employee relation tasks, helping them navigate appropriate process flow, sound investigation practices, and follow up with leadership on action plans.
  • Oversee leaves of assigned locations (ADA/LOA/FMLA/Fit for Duty) by knowing laws/regulations, general trends, stats, updating leaves tracker, and assisting HR Business Partners in tracking and implementation of an interactive process.

Cultural Leadership
  • Maintain a deep understanding of field conditions and workforce sentiment by maintaining routine jobsite visibility.
  • Track and report out on people experience metrics and use those metrics to generate culture action plans designed to boost engagement, retain employees, find areas of needed improvement and partner with leadership to reduce gaps.
  • Lead regional recognition programs in partnership with site leadership.
  • Monitor team morale and identify trends or recurring workplace concerns and create action plans to help leadership stay ahead of potential issues related to culture or engagement.

Leadership Coaching and Capability Building
  • Coach leaders on people management best practices, including performance feedback, accountability, communication, and team development.
  • Train and mentor HR Business Partners to strengthen their HR acumen, problem solving approach, priority alignment to business needs, and relationship management.
  • Oversee quality and consistency of performance management systems and partner with leadership and HR Business Partners to close gaps through coaching, training, and process improvements.
  • In partnership with HR Business Partners, ensure all new non-craft employees have effective 90-day onboarding plans, with an emphasis on performance and cultural alignment at 30-60-90 days.
  • Assist in the design and implementation of learning and development tracks, monitor effectiveness, and follow up with cohorts and their leaders on learning outcomes.

Leadership Support
  • Host recurring HR meetings with site leadership with the intention of sharing trends, aligning priorities and initiatives, workforce planning, and resolving issues.
  • In partnership with HR Business Partners, host meetings to identify craft employees who are ready for future leadership positions and/or who are struggling with performance and need corrective plans.
  • Assist newly promoted leaders on role comfortability via training, support, and continuous follow up.
  • Provide continuous mentorship for HR Business Partners by giving routine feedback (formally and informally), helping them own HR partnership for their client groups by giving ample opportunity to exercise good judgement and problem solving, supporting their development by giving stretch assignments, and clearing stop gaps that make it difficult to reach their full potential.

Program and Process Oversight
  • Maintain familiarity with state and federal employment laws, and advise leaders as needed.
  • Ensure accuracy of HR data, reporting, documentation; use data to drive decisions and measure HR effectiveness.
  • Create and maintain HR SOPs, continually evaluating effectiveness and making updates and appropriate.

Qualifications
  • 4+ years of progressive HR experience, with a desired 2 years of people leadership experience.
  • Highly proficient in Microsoft Full Office Suite.
  • Bi-lingual in Spanish/English is strongly preferred.
  • Must be able to handle sensitive and confidential information.
  • Comfortable with public speaking in small to medium sized groups.
  • Proven ability to navigate in a fast-paced, field-based environment.
  • Willingness to travel across various in state (AZ/NV) job sites; Comfortability working out of an office and a job trailer (dual work environments); Commitment to occasional early hours (to align with job site start times); Availability to be on call for field teams

Education & Certifications
  • Bachelor's degree in a relevant field preferred but not required.
  • SHRM-CP/SCP or PHR/SPHR certification preferred.

Safety Level
This is a safety sensitive position, and all applicable policies including drug test and background check will apply.
The inherent responsibilities of your role may include physical working conditions. In order to safely and successfully perform job duties you must be able to:
  • Potentially lift up to 50 pounds
  • Potentially need to do repeated pushing, pulling, carrying, reaching (or working above shoulder), walking, standing, sitting, stooping, kneeling, bending, and climbing
  • Potentially operate a motor vehicle, crane, tractor, etc.
  • We reserve the right to continually monitor your ability to safely and successfully complete these inherent physical responsibilities and take action as deemed appropriate in accordance with the Americans with Disability Act (ADA)

#NXCLIND1
It has been and continues to be the long-standing policy of any Nox Group operating company to provide equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, national origin, age, disability, or genetics. In addition to federal law requirements, Nox Group and all of its subsidiaries comply with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

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