150+ HR & Recruiting Jobs in Phoenix, AZ

The strongest local government benchmark is the BLS Phoenix-Mesa-Chandler occupational wage release for May 2025, but the retrieved release does not expose title-specific recruiter, HRBP, or people-ops wages directly. Current local posting data shows advertised pay centered on about $65k to $85k, with a broader band of about $50k to $95k, while hourly roles center on about $19 to $22 / hour. As a directional proxy, mean offered salary on new HR, recruiting, and people-ops openings in Arizona was ~$85,143 in August 2026, versus ~$96,558 nationally.

Full August 2026 market report

Advertised pay

Across the 84 openings that disclose pay, the advertised range midpoint runs $54,375 at the 25th percentile, $71,729 at the median and $79,647 at the 75th. These are advertised ranges, not earned pay.

Active openings as of September 25, 2026

Senior roles | Entry level | Remote | Posted this week

Live from the Callings.ai index of over 13 million postings, refreshed hourly and re-checked here nightly. Roles that close are dropped at the next refresh.

Showing 30 of 172 openings.

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What our analysts see this month

Competitive market | next 3-6 months

This is still a workable HR and recruiting market, but it is harder than it looks. Arizona-level occupation data shows human resources, recruiting, and people operations employment up 1.2% year over year and active postings up 4.0% in August 2026, while the Phoenix-Mesa-Chandler area still showed more than 200 postings across more than 150 companies over the last 90 days. At the same time, Phoenix metro unemployment was 4.8% in July 2026 and up 11.6279% year over year, and August brought multiple local layoff notices including Infineon Technologies America Corp, Pinnacle Transplant Technologies, and Salad and Go. The best opportunities are real, but they are spread across sectors rather than concentrated in one employer, with insurance, construction, healthcare, and financial services standing out in the local mix.

Best positioned: Mid-career candidates who can sell ATS fluency, sourcing, interviewing, data analysis, Excel, and HRIS experience—and who are open to on-site or hybrid work—have the clearest edge right now.

Main caution: Remote-only and sponsorship-dependent searches are narrow here: about 15% of roles are remote, and about 0% of postings that state a sponsorship policy mention visa sponsorship.

From the August 2026 market report

Who is hiring here

Counted across all 172 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. CompMobileCare: 8 open roles
2. az.gov: 5 open roles
3. Lucid Motors: 4 open roles
4. Knight Transportation, Inc.: 3 open roles
5. Real Time Companies: 3 open roles
6. Republic Services, Inc.: 3 open roles
7. Adecco Group: 2 open roles
8. Allegis Group Services, Inc.: 2 open roles
9. AO Garcia Agency: 2 open roles
10. Ascendion: 2 open roles

Where the openings are

• Phoenix: 92
• Scottsdale: 25
• Tempe: 19
• Mesa: 11
• Glendale: 5
• Goodyear: 4
• Chandler: 4
• Gilbert: 3

Work arrangement

on-site 121 (74%), hybrid 24 (15%), remote 19 (12%)

Where the demand is

Opportunity is spread across many employers rather than dominated by one giant buyer. In the local sample, more than 200 postings were spread across more than 150 companies over the last 90 days, and hiring is described as fragmented rather than concentrated. The leading named employers include Vensure and Legendary Allen Agency with around 10 postings each, followed by TSMC, Carvana, Usi, Inc., az.gov, Allen Agency, and AO Garcia Agency with around 5 each. The clearest industry concentration is in insurance at about 30% of postings, then construction at about 15%, with financial services, healthcare, and hospitals and health care each at about 10%. That is a useful clue: Phoenix HR demand is not just classic corporate HR. It also includes agency recruiting, field-heavy hiring, healthcare staffing support, and employer-facing workforce programs tied to events and grants in the region. For job seekers, this means a broad-account strategy works better than waiting for one marquee brand. You will usually do better by picking two or three sector stories—such as insurance recruiting, construction workforce support, or healthcare people operations—and tailoring your resume to the operating realities of each.

• Insurance and agency recruiting (high): Insurance accounts for about 30% of sampled postings, and the named employer list includes Usi, Inc., Legendary Allen Agency, Allen Agency, and AO Garcia Agency.
• Construction and workforce-intensive hiring (moderate): Construction represents about 15% of sampled postings, and Phoenix is hosting the AGC Workforce & HR Conference in October 2026, reinforcing demand for field recruiting and workforce development capability.
• Healthcare and hospitals (moderate): Healthcare and hospitals and health care together make up about 20% of sampled postings, which supports recurring demand for coordinators, recruiters, and HR operations staff.
• Large on-site or hybrid enterprise employers (moderate): Named employers such as Vensure, TSMC, Carvana, and az.gov show that large operations are still in play, but the work arrangement mix leans about 55% on-site and about 30% hybrid rather than remote-first.

Where to focus: Prioritize insurance, construction, healthcare, and larger on-site or hybrid employers where you can sell full-cycle recruiting, HR operations, compliance, and reporting together.

Roles worth searching next

• Operations Coordinator or Business Operations Specialist: HR coordinators and recruiters often already manage workflows, documentation, and cross-functional handoffs that transfer well into operations roles.
• Customer Success Manager for HR tech or staffing software: ATS, HRIS, and recruiting-process knowledge can transfer well into client-facing roles at software or services firms.
• Workforce Program Coordinator or Community Partnership Manager: Phoenix's workforce events and grant activity create overlap between employer recruiting, community programs, and talent-pipeline management.
• Project Coordinator or Change Management Analyst: People-ops professionals often already run implementations, onboarding changes, and policy rollouts, which maps well to project work.
• Risk or Compliance Analyst: Candidates with employee-relations, documentation, audit, and policy experience can move into broader compliance work.

What postings ask for

• Applicant Tracking Systems (ATS) (table_stakes | immediate): ATS appears among the most-requested hard skills in Phoenix postings, so for many recruiter and coordinator roles it is basic screening criteria, not a bonus skill. Who: Entry-level candidates, career switchers, and agency recruiters.
• Sourcing and full-cycle recruiting (table_stakes | immediate): Local postings repeatedly ask for sourcing, candidate screening, interviewing, and full-cycle recruiting, especially in recruiter-heavy segments. Who: Recruiters, TA specialists, and anyone moving from coordinator into recruiter work.
• Data analysis and Excel (differentiator | immediate): Phoenix postings ask for data analysis and Excel, and national HR guidance says translating HR data into business recommendations is becoming a baseline expectation for mid-level and senior roles. Who: Mid-career HR generalists, HRBPs, and people-ops candidates.
• HRIS proficiency (differentiator | near-term): Modern HRIS proficiency is a significant 2026 skill for HR professionals, especially as workflow automation, onboarding, and benefits administration become more system-driven. Who: Generalists, people-ops staff, and candidates trying to move up-market.
• Compliance knowledge (differentiator | near-term): Compliance remains one of the most important HR skills nationally, and a market with active layoffs and restructuring puts more value on documentation, process discipline, and employee-relations judgment. Who: HR generalists, employee-relations candidates, and recruiters moving into broader HR work.
• AI recruiting tools and AI governance (premium | near-term): Recruiters are using generative AI for job descriptions, candidate outreach, and interview summaries, while HR tech leaders are emphasizing stronger AI governance; Phoenix is also hosting Indeed FutureWorks around AI-powered matching and hiring analytics. Who: TA leaders, recruiting ops, and mid-career recruiters competing for better-paying roles.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Phoenix-Mesa-Chandler, AZ?

The strongest local government benchmark is the BLS Phoenix-Mesa-Chandler occupational wage release for May 2025, but the retrieved release does not expose title-specific recruiter, HRBP, or people-ops wages directly. Current local posting data shows advertised pay centered on about $65k to $85k, with a broader band of about $50k to $95k, while hourly roles center on about $19 to $22 / hour. As a directional proxy, mean offered salary on new HR, recruiting, and people-ops openings in Arizona was ~$85,143 in August 2026, versus ~$96,558 nationally. This is a moderate-pay market, not an easy six-figure market for most applicants. Phoenix's cost-of-living index was 105.2, slightly above the national baseline, so middle-band offers can feel tighter than the headline range suggests.

Where is demand for Human Resources, Recruiting & People Operations roles in Phoenix-Mesa-Chandler, AZ concentrated?

Opportunity is spread across many employers rather than dominated by one giant buyer. In the local sample, more than 200 postings were spread across more than 150 companies over the last 90 days, and hiring is described as fragmented rather than concentrated. The leading named employers include Vensure and Legendary Allen Agency with around 10 postings each, followed by TSMC, Carvana, Usi, Inc., az.gov, Allen Agency, and AO Garcia Agency with around 5 each. The clearest industry concentration is in insurance at about 30% of postings, then construction at about 15%, with financial services, healthcare, and hospitals and health care each at about 10%. That is a useful clue: Phoenix HR demand is not just classic corporate HR. It also includes agency recruiting, field-heavy hiring, healthcare staffing support, and employer-facing workforce programs tied to events and grants in the region. For job seekers, this means a broad-account strategy works better than waiting for one marquee brand. You will usually do better by picking two or three sector stories—such as insurance recruiting, construction workforce support, or healthcare people operations—and tailoring your resume to the operating realities of each.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Phoenix-Mesa-Chandler, AZ?

Recent postings show the most activity from Vensure (10 postings), Legendary Allen Agency (10 postings), TSMC (5 postings), Carvana (5 postings), Usi, Inc. (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Phoenix-Mesa-Chandler, AZ be done remotely?

Of recent postings, 15% are remote and 30% hybrid, with 55% on-site. Use the Remote filter above to see only remote openings.

How current are these listings?

Openings come from the Callings.ai live index of over 13 million jobs, refreshed hourly. This page searches postings from the last 30 days; run the search yourself to filter by anything else in plain language.

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