Salary: $82,326.40 - $123,510.40 Annually
Location : City Hall, 211 W Aspen Ave, Flagstaff, AZ
Job Type: Full-Time; Exempt; Benefit Eligible
Job Number: 147-26
Division: Human Resources and Risk Management
Section: Human Resources
Opening Date: 08/14/2026
Closing Date: 8/30/2026 10:00 PM Arizona
Work Week: Monday through Friday, 8:00AM to 5:00PM
Post-offer Requirements: Background
Fingerprints
MVR
Budgeted Min: $82,326.40
Budgeted Max: $102,918.40
Description The City of Flagstaff is excited to announce we are now accepting applications for our HR Manager - Employee Relations, Compliance, and Training position, a dynamic leadership role that strengthens our workforce and enhances organizational culture through innovative employee engagement and learning strategies. This vital position will champion expansion of our Flagstaff Summit Learning program, advance our Supervisor Essentials training series, and elevate our Supervisor Toolbox to better equip leaders across the organization. In addition, the HR Manager will guide the ongoing modernization of City policies to ensure they remain clear, current, and aligned with best practices, while partnering closely with supervisors and managers to navigate employee relations matters, provide expert consultation, and conduct fair, thorough workplace investigations. We're seeking an enthusiastic, forward-thinking HR professional who is passionate about shaping meaningful learning experiences, ensuring compliance excellence, and fostering a positive, productive work environment.
Examples of the Work Performed - Provides excellent customer service to both internal and external customers.
- Manages the day-to-day operations of multiple Human Resources programs including employee relations, compliance, and training. Establishes priorities, monitors program performance, and ensures assigned Human Resources programs are administered consistently, effectively.
- Provides guidance and consultation to employees, supervisors, managers, and executive leadership regarding Human Resources policies, procedures, employment practices, and workplace issues.
- Participates with Human Resources and Risk Management staff in responding to employee questions regarding Human Resources programs, City policies, procedures, and benefits.
- Researches emerging Human Resources trends, legislation, technologies, and best practices and recommends process improvements and program enhancements.
- Prepares correspondence, reports, presentations, and recommendations for employees, management, outside agencies, and City leadership.
- Maintains accurate records, documentation, and case files in accordance with legal requirements and record retention standards.
- Serves as the Privacy Officer in the absence of the Human Resources Director.
- In the absence of the Human Resources and Risk Management Director, may serve in that capacity.
- Other duties as assigned.
Employee Relations- Serves as the primary resource for employee relations matters. Advises supervisors and managers on employee relations issues including performance management, corrective action, coaching, conflict resolution, and disciplinary processes.
- Reviews disciplinary documentation, performance improvement plans, and employment actions for consistency, completeness, and compliance.
- Partners with department leadership to proactively resolve workplace issues and foster positive employee relations. Advises leadership regarding employee relations risks and recommends appropriate courses of action.
- Facilitates conflict resolution and mediation efforts between employees and supervisors as appropriate.
- Investigates and resolves workplace concerns, disputes, and complaints of discrimination, harassment, and retaliation.
- Consults with the Human Resources and Risk Management Director and Legal counsel regarding issues and resolution as needed.
- Guides managers through progressive discipline and termination processes, reviewing documentation for completeness and legal defensibility.
- Conducts employee/supervisor counseling and interviews.
Learning and Development- Develops and implements the City's learning and development strategy.
- Identifies organizational training needs and recommends employee and leadership development opportunities.
- Oversees Coordination of training vendors, educational institutions, leadership programs, and professional organizations to expand employee development opportunities.
- Oversees Citywide new employee orientation and onboarding training.
- Evaluates the effectiveness of training programs and recommends improvements based on organizational needs and participant feedback.
- Provides direction and input on training design and content.
- Creates and administers training and online content as needed.
Performance Management- Administers the citywide performance appraisal process.
- Serves as the subject matter expert on the performance appraisal system and the appraisal process.
- Coaches supervisors on effective performance management practices and documentation.
- Provides guidance regarding employee development plans and performance improvement strategies.
- Assists divisions with complex performance management issues and facilitates performance improvement initiatives.
Policy Development- Serves as the primary resource for policy knowledge and explanation across the organization.
- Working with the Senior HR Analyst supporting HRRM Administration, leads the development, writing, and revision of Human Resources policies and directives.
- Identifies policy needs based on organizational trends, operational challenges, legal changes, and best practices.
- Leads cross-functional collaboration with departments, Legal, executive leadership, and Human Resources staff to develop, revise, and implement personnel policies.
- Evaluates the effectiveness of existing policies and recommends revisions to improve operational efficiency, compliance, consistency, and employee experience.
- Oversees the communication, implementation, and organizational understanding of newly adopted or revised policies.
- Ensures personnel policies are consistently interpreted and applied across the organization.
- Monitors changes in employment law and Human Resources best practices to proactively recommend policy revisions.
Leave Administration- Provides oversight and direction to assigned staff responsible for administration and leave of absence programs including FMLA, ADA, PWFA, military leave (USERRA), Arizona EPST, Leave Without Pay, and other City leaves in compliance with applicable laws and policies.
- Provides guidance on ADA accommodations and oversees the interactive process.
Compliance - Oversees Department of Transportation and CDL regulatory compliance for safety-sensitive positions.
- Ensures organizational compliance with EEOC, Civil Rights Commission, and other federal, state, and local reporting requirements.
- Monitors changes in employment laws and regulatory requirements and recommends operational or policy changes as appropriate.
- Conducts regular audits of information and processes for compliance with policy, statute, and code.
Qualifications Minimum Qualifications- Bachelor's degree in Human Resources, Public or Business Administration, or related field.
- Four (4) years of human resources experience with significant responsibility in the areas of employee relations, training and development, performance management, policy development and interpretation, investigations, and/or compliance.
- Any combination of relevant education and relevant experience may be substituted on a year-for-year basis.
Desired Experience and Training- Master's Degree in related field.
- Four (4) years of progressively responsible supervisory experience.
- Two (2) years of human resources supervisory experience.
- Experience in public sector.
- Experience interpreting employment law and conducting workplace investigations.
- Experience developing and delivering organizational training.
- Experience administering Human Resources Information Systems (HRIS) or Learning Management Systems (LMS).
- Professional human resources certification(s) (e.g. SHRM-CP, SHRM-SCP, PHR, or SPHR.).
Other Requirements and Working Conditions- Must possess, or obtain upon employment, a valid Arizona driver's license.
- Regular attendance is an essential function of this job to ensure continuity.
Supplemental InformationWe are dedicated to fostering an inclusive and positive work environment. We offer competitive pay, outstanding benefits, and the chance to work with a committed team making a difference in our community. Located in the beautiful mountain town of Flagstaff, AZ, you'll enjoy a unique quality of life with outdoor recreation, stunning scenery and a welcoming community.
Our total compensation package includes best-in-class benefits and an annual salary of $82,326.40 - $123,510.40, based on the candidate's qualifications and experience. Plus:
- Arizona State Retirement System with 100% Match
- Employees are members of Arizona State Retirement System (ASRS) with a mandatory contribution rate of approximately 12%
- Deferred Compensation Options
- Up to 4% Annual Pay for Performance Increase
- Group Insurance including Health, Dental and Vision coverage
- Flexible & Health Savings Accounts
- 13 Paid Holidays, Vacation, Sick Leave, Personal Leave, Paid Parental Leave, Bereavement, Jury Duty
- Life Insurance, AD&D, Short- and Long-Term Disability and Voluntary Life Insurance
- First-Time Homebuyer Assistance
- Qualified Public Student Loan Forgiveness Employer
- Tuition Assistance
- Employee Clinic, Telehealth, Wellness Program & Incentives
- Tobacco Cessation Program
- Employer Assistance Program
- Recognition including Workiversary, Wonderful Outstanding Worker (WOW), On-the-Spot, 7k Award, and City Manager's Excellence Awards
- Employee Discounts: Mountain Line Bus Eco Pass, Aquaplex, and Recreation Centers
Please note that Compensation and Benefits are subject to change based on future policy change, budgetary impact, and Council changes.01
Please indicate your highest level of education.
- High school diploma or GED
- Associate's degree or 60 college credits
- Bachelor's degree
- Master's degree or higher
- I do not have any educational degrees
02
What is your highest level of education in Human Resources, Public or Business Administration, or related field?
- High school diploma or GED
- Associate's degree or 60 college credits
- Bachelor's degree
- Master's degree or higher
- I do not have a degree in any of the fields listed or in a related field.
03
How many years of professional HR experience do you have?
- None
- One to three years
- Four to six years
- Seven to nine years
- 10 or more years
04
How many years of professional experience in of human resources experience with significant responsibility in the areas of employee relations, training and development, performance management, policy development and interpretation, investigations, and/or compliance do you have?
- None
- Zero to less than one year
- One to less than two years
- Two to less than three years
- Three to less than four years
- Four to less than five years
- Five to less than six years
- Six to less than seven years
- Seven to less than eight years
- Eight years or more
05
Do you have experience working in public/government sector HR?
06
How many years of experience do you have working in public sector/government HR?
- None
- Less than one year
- One to three years
- Four to six years
- Seven to ten years
- Ten to fifteen yea
