Human Resources Manager
headfarmerScottsdale (AZ)
About the role
Headfarmer has been awarded a search for a well-established, fast-growing professional services firm in the Scottsdale area (~80 employees, $12M+ in revenue) that's looking for its next HR Manager — and this one's a great opportunity for the right person. A little about the seat: the outgoing HR leader built this function from scratch as the company's first-ever HR hire, and she's leaving on great terms for a new opportunity. That means you're not walking into chaos — you're walking into a strong foundation, with real room to shape what comes next. What makes this role different: You'll have direct, frequent access to ownership and executive leadership — this is not a "closed-door," email-only HR job. If you like being visible, trusted, and in the room where decisions get made, this is your seat. The company is in a high-growth stretch (15+ hires this year alone), so recruiting has been a major focus — but this is an opportunity to touch everything from employee relations, performance management, comp & benefits, compliance, and policy. You'll manage one direct report (an admin coordinator) and partner closely with the Accounting Manager on 401(k)/payroll coordination. Culture is tight-knit, hands-on, and entrepreneurial, still maturing operationally in places, and moving fast.
What we're looking for:
5+ years of progressive HR experience with real ownership across multiple HR functions Full-cycle recruiting and PEO experience strongly preferredSHRM certification a strong plus Someone who thrives in a growing environment rather than a highly polished, process-heavy one Industry background in architecture/AEC is not required Why consider this: This is a chance to step into an HR function with real influence, direct executive access, and a company actively investing in getting HR right — including discussions about building out additional generalist/recruiting support as the role evolves.
Before you apply
Applying takes about a minute. These four things decide how fast it moves after that.
Your profile is current
It's what we read first. Occupations, seniority and locations matter more than a long history.
Two examples you can talk through
Not a portfolio — just two pieces of work where you can explain the decisions and what you'd change.
A number in mind
What you're on now and what would make you move. We negotiate better when we know both.
Your notice period
Employers plan around it, and it's the question that stalls offers most often.
Once you apply, someone reads it and calls you before anything reaches the employer — usually within two working days.
More like this