Senior Human Resources Manager

Job Title: Senior Human Resources Manager

Department: Human Resources

Reports To: Chief Financial Officer

Location: Phoenix, AZ - Hybrid: 2 days office, 3 days remote

Employment Type: Full-Time, Salary-Exempt

Compensation: $90,000 annually

Start Date: Immediate need

About AccuSourceHR

AccuSourceHR™ workforce solutions is a full-service employment screening organization with headquarters in Phoenix, Arizona. Since its inception in 1999, AccuSourceHR™ has been committed to continuously promoting a balance between affording innovative technology resources and providing high-quality, consistent, US-based client care. This objective is reinforced with the belief every client is unique and deserves a customized program of quality background and drug screening solutions to meet their specific organizational goals. As a PBSA-accredited provider, AccuSourceHR™ strives to ensure every client is confident in their program and views our team as an extension of their organization’s human resources, security, and risk mitigation teams. AccuSourceHR™ is equally dedicated to fostering a positive employee experience ensuring our team members feel valued, supported, and empowered in their roles. Our company culture is built on collaboration, continuous learning, and commitment to excellence, which we believe directly enhances the quality of service we provide to our clients.

Core Value Summary

As an AccuSourceHR staff member it is important that you embrace our company core values.

Customer Obsessed: We believe that if we provide a great product and create a great customer experience at a fair price, that every customer can be a customer for life. A core part of our DNA is to be obsessed with providing an outstanding customer experience every day.

Collaboration: We openly share ideas, skills, and experiences to solve problems, improve performance, and help team members. AccuSourceHR staff works together to make our business great; we create amazing customer experiences every time.

Innovation: We successfully implement new ideas that create value for our customers and stakeholders. Innovation starts with a new idea. It could be a plan for an improved product or service; it could be an updated method for streamlining our operations.

Passionate: We have intense enthusiasm and excitement for what we do for our customers, partners, and team members. Our passion for our work is often the difference between doing the work and doing the work exceptionally well.

Transparency: We share thoughts and opinions honestly and respectfully. Transparency promotes open communication and leads to forming healthy relationships by emphasizing being direct with people in our workplace.

Accountability: We show up and set out to accomplish the things we said we would do. We take personal responsibility for our work. We have trust in our teammates and know we can count on each other to get things done. Team members take responsibility for both their performance and business outcomes.

Job Summary

This role serves as the organization's Senior Human Resources leader and strategic business partner to the CFO and executive team. The individual will oversee the full employee lifecycle, support a growing domestic and international workforce, help integrate future acquisitions, and ensure the company's people practices scale effectively with business growth. This role owns the full employee life cycle - from onboarding through performance management, learning and development, and offboarding - and is responsible for building and maintaining sound HR policy, ensuring compliance with employment law, and championing a positive, high-performing culture. This individual will handle highly sensitive employee matters and must exercise strong judgment, discretion, and professionalism at all times.

Key Responsibilities

• Lead and oversee the full employee life cycle, including onboarding, performance management, learning and development, and offboarding processes
• Own employee relations matters, including investigations, conflict resolution, and coaching people managers on performance and disciplinary issues
• Partner with department leaders to translate business goals into workforce planning, staffing, and organizational design decisions
• Partner with executive leadership to develop workforce strategies that support organizational growth, scalability, acquisition integration, organizational design, compensation, talent development, and workforce planning and business objectives
• Design, implement, and continuously improve performance management strategies and processes
• Direct the development and ongoing maintenance of the learning management system, including training curricula that support company-wide programs
• Analyze HR metrics and reporting from the HRIS to identify trends and recommend data-driven improvements
• Develop and analyze workforce metrics including turnover, retention, recruiting effectiveness, compensation trends, employee engagement, and organizational health, and provide recommendations to leadership based on those insights
• Partner with internal and external stakeholders to support HR, payroll, and compliance processes for both U.S. and Lithuania-based employees
• Support administration and coordination of HR practices across U.S. and international employee populations while ensuring alignment with local employment requirements
• Ensure compliance with federal, state, and local employment regulations; prepare and review leave of absence documentation, agreements, and offer letters
• Be involved with benefits administration strategy, including vendor relationships, HRIS integrations, annual open enrollment, and employee inquiries
• Support annual compensation planning, salary benchmarking, incentive administration, and workforce analysis
• Support people-related due diligence and post-acquisition integration activities, including employee onboarding, policy harmonization, benefits alignment, payroll transition, and culture integration
• Evaluate and implement HR technology, automation, and AI-enabled tools that improve employee experience, operational efficiency, and decision-making
• Drive employee engagement initiatives and culture-building programs across the organization
• Develop, update, and maintain HR policies, procedures, and the employee handbook
• Participate in strategic and operational initiatives as business needs evolve

Note: Responsibilities may be updated or adjusted over time based on business needs.