Posting Close Date:
Applicants must submit their completed application by 11-29-2025 at 11:59 p.m. MST
Application and Special Instructions
**Please note: As part of the application process, all applicants are required to submit a chronological resume.
Applications submitted without a resume will be considered incomplete and will not be reviewed or receive further consideration for this recruitment.
This position is based on-site at a City of Tucson facility. Remote or hybrid work arrangements are not available at his time.
INTERVIEW INFORMATION:
Highest scoring applicants will be invited to attend a in person interview to be held on the week of December 15, 2025.
*The eligibility list established from this process may be used to fill positions as they become available over the next six months.
Recruiter contact information: If you have any questions, please contact Liliana Almeraz at (520 )837-4303 or Liliana.Almeraz@tucsonaz.gov.
ABOUT THIS JOB
Position Specific Summary
The Human Resources (HR) Manager position at the City of Tucson’s Human Resources department supports assigned department(s) providing HR business partner support in all functional areas of HR, including employee relations, talent acquisition, classification and compensation, supervision, HR compliance, and process improvement.
Work is performed under the supervision of the HR Administrator. This position exercises supervision over HR personnel in a designated Shared Services satellite.
Duties and Responsibilities
- Provides direction and support of employee relations activities in designated area(s). Collaborates with HR Leadership, provides information, interpretation, advice, training, and counsel to management and employees regarding workplace concerns and disagreements, performance management, workplace climate and culture, techniques for motivating employees, supervising, and working in a union environment and compliance with City, state and Federal laws and rules. Responds to questions and issues from employees and management regarding workplace concerns, appropriate corrective and disciplinary actions, labor agreement interpretation and implementation. Coordinates or conducts investigations and interviews of alleged employee misconduct and prepares or assists supervisors. Prepares and retains documentation for response to employee and department leadership. Facilitates subject matter expertise response to employee and department for questions related to Payroll and Leaves & Accessibility. Serves as facilitator/mediator when appropriate.
- Provides direction and support on a multitude of talent management activities to support the City’s efforts in hiring excellent and diverse talent in designated area(s). Collaborates with department leaders, managers, and supervisors to develop effective recruitment and hiring strategies. Reviews job duties, qualifications and knowledge, skills, and abilities to create appropriate recruitment tools. Analyzes data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations. Monitors and ensures compliance with City, state, and Federal regulations. Provides training to employees and supervisors on hiring processes, procedures, and legal requirements. Ensures compliance with proper collection, verification, analysis, and reporting of human resource information.
- Provides direction and support of classification and compensation activities in designated area(s). Audits new, vacant, and occupied staff positions. Conducts comprehensive review of position responsibilities which may include interviewing incumbents, supervisors and employing officials, examining work sites, work methods, or engaging in other industry best-practices to support classification and compensation initiatives. Utilizes City accepted philosophies and methods, interprets and allocates positions to appropriate classification structure applying appropriate definitions and City’s current classification and compensation system. Explains audit results to employees, supervisors, and officials. Assists in the systematic review of organizational structure, salaries, and workforce capacity to guide in the development of recommendations and action plans to support organizational objectives. Interprets rules, and such laws as the Fair Labor Standards Act (FLSA) and other statutes that may impact the City. Provides training to managers and supervisors on classification and compensation systems and processes. Assists departments in interpretation and application of laws, policies, and procedures. Serves as a change agent and subject matter expert on behalf of classification and compensation to ensure programmatic success and employee’s understanding of programmatic initiatives.
- Provides inspiration, guidance, direction, coordination, support, and continual training and development for classified staff members. Initiates task assignments, manages workload, resolves daily operational problems, trains, evaluates, and corrects performances, resolves conflict, authorizes leave, and builds a productive work environment. Establishes performance standards, assesses performance, counsels, and evaluates performance of assigned personnel.
- Provides interpretation, information, and advice regarding City policies and procedures, labor agreements, Arizona Revised Statutes, Civil Service, City Charter, City Code, Administrative Directives, department policies, and other rules and regulations that may impact the City. Applies HR standards, policies, and guidelines. Ensures adherence to internal controls and external requirements including regulatory compliance. Works with HR Leadership and the City Attorney’s Office on potentially litigious issues.
- Reviews business processes, systems, or other changes that might impact existing workflows and recommends methods to optimize to desired state and improve efficiencies. Participates in cross-functional teams to resolve complex issues related to workflows or other complex processes, and/or lead discussions with business and operational leaders to analyze needs. Implements processes and practices that can adapt quickly to a changing organization, business needs, and other demands.
- Performs all other duties and tasks as assigned. Develops and provides formal training in areas of expertise. Maintains knowledge on current developments and practices in human resources, including any applicable changes to rules and regulations that govern HR practices. Provides backup support to all HR staff as needed. Assists in resolving a variety of personnel-related issues.
All duties and responsibilities listed are subject to change.
Working Conditions
Mostly office environment .
All duties and responsibilities listed are subject to change.
MINIMUM QUALIFICATIONS
Education: Bachelor's Degree
Experience: Five (5) years of directly related experience
Any combination of relevant education and experience may be substituted on a year-for-year basis.
License/Certifications: A valid and unrestricted driver’s license with two (2) years of licensed driving is required.
Preferred Qualifications:
Professional certification from a recognized human resource/personnel association.
Human Resource experience in a public entity setting.
Experience leading, supervising, or managing any of the following functional areas:
Professional certification from a recognized human resource/personnel association.
Human Resource experience in a public entity setting.
Experience leading, supervising, or managing any of the following functional areas:
Recruitment & Retention
Oversees and leads the recruitment team, ensuring effective coordination of all phases of the hiring process, including job postings, candidate screening, interviews, and selection.
Provides guidance, training, and performance oversight to recruitment and HR staff to ensure consistent, equitable, and timely hiring practices.
Develops and implements strategic recruitment plans to attract qualified candidates and maintain diverse applicant pools.
Partners with department leaders to forecast staffing needs, develop succession plans, and ensure alignment with organizational goals.
Creates and executes employee engagement and retention strategies designed to reduce turnover and promote long-term career growth within the organization.
Evaluates recruitment and retention metrics to assess program effectiveness and identify areas for improvement.
Classification & Compensation
Manages classification and compensation programs to ensure internal equity and market competitiveness.
Reviews and approves job descriptions, reclassifications, and salary recommendations.
Provides guidance to departments on pay administration and compensation-related policies.
Employee Relations & Corrective Action
Advises and supports supervisors and managers on employee relations matters, including performance issues and disciplinary actions.
Ensures consistent application of policies, procedures, and employment laws.
Conducts and oversees investigations and recommend appropriate resolutions.
Benefits Administration
Oversees employee benefits programs, including health, retirement, and wellness plans.
Ensures compliance with benefit regulations and coordinate communication to employees.
Partners with vendors to enhance program effectiveness and employee satisfaction.
Training & Development
Leads the development and implementation of employee training programs.
Identifies organizational learning needs and support professional development initiatives.
Promotes continuous learning and leadership development across the organization.
Policy Interpretation & Compliance
Interprets and applies HR laws, rules, and policies consistently and accurately.
Develops and updates HR policies and procedures in alignment with current legislation and best practices.
Provides guidance to departments to ensure compliance with federal, state, and local regulations.
Performance Management
Oversees the performance evaluation process and provide support to managers in performance-related discussions.
Guides goal setting, coaching, and employee development efforts.
Supports organizational initiatives that enhance employee performance and engagement.
HRIS & Systems Management
Oversees the administration and maintenance of the Human Resources Information System (HRIS) and other HR-related platforms.
Ensures data integrity, security, and compliance across all HR systems.
Analyzes HRIS data to support decision-making, reporting, and process improvements.
Collaborates with IT and system vendors to implement upgrades, troubleshoot issues, and enhance system functionality.
Trains HR staff and end users on system use and reporting tools to improve efficiency and accuracy in HR operations.
Organizational Development & Recognition
Analyzes organizational structures and recommend improvements to enhance efficiency and effectiveness.
Supports workforce planning and change management initiatives.
Coordinates employee recognition and engagement programs to foster a positive work culture.
POSITION DETAILS
Job Profile
J1033 - Human Resources Manager
To view the full job profile including classification specifications and physical demands click https://www.tucsonaz.gov/Departments/Human-Resources/Tucson-Talent.
Compensation Grade
G111
Hourly Range
$38.91 - 58.36 USD
The City of Tucson considers several factors when extending an offer, including but not limited to, the role and associated responsibilities, a candidate's work experience, education/training, key skills, and internal equity.
FLSA
Exempt
Position Type
Regular
Time Type
Full time
Department
Human Resources Department
Department Link
https://www.tucsonaz.gov/Departments/Human-Resources
Background Check: This position has been designated to require a criminal background check. The City of Tucson is a Second Chance Employer.
ABOUT US
Benefits: The City of Tucson offers a generous benefits package for benefit-eligible positions. The comprehensive, flexible, and affordable coverage is designed to optimize health and well-being, security and future, and peace of mind. Benefits begin with medical, dental, vision, life, disability, and FSA coverage, surpassing your standard 401(k) program by offering a rich pension plan plus optional Roth and pretax deferred compensation savings. With your well-being in mind, our paid time off program provides new hires with 38 paid days off in the first year of employment, with time off increasing steadily in subsequent years. We offer twelve weeks of paid parental leave, paid tuition reimbursement, student loan repayment, off- and on-the-job training, and opportunities to forge connections with peers and the community through employee resource groups and paid volunteer hours. You can learn more about our benefits at https://www.tucsonaz.gov/Departments/Human-Resources/Employee-Benefit-Snapshot.
Citizenship: The City of Tucson employs only U.S. Citizens and lawfully authorized non-U.S. Citizens. All new employees must show employment eligibility verification as required by the U.S. Citizenship and Immigration Status. The City of Tucson does not offer visa sponsorship.
City of Tucson is an Equal Opportunity/Affirmative Action/Veterans/Disability Employer and does not discriminate based on race, color, religion, sex (including sexual orientation, gender identity, and pregnancy), national origin, veteran status, age, disability, genetic testing, or any other protected status. If you believe you have been a victim of discrimination, you may file a complaint with the City of Tucson's Office of Equal Opportunity Programs, U.S. Equal Employment Opportunity Commission (EEOC) or Arizona Attorney General's Office of the Civil Rights Division (ACRD). Click for more information from ACRD about employment discrimination and how to file a complaint with ACRD
The City of Tucson is committed to providing access and reasonable accommodation for individuals with disabilities or who require religious accommodation; please contact Human Resources at EmployeeLeaves@tucsonaz.gov or 520-791-2619.
Recruiter Name
Liliana Almeraz (99363)
Recruiter Email
ccs_hr@tucsonaz.gov
For Human Resources general questions please contact 520-791-4241.