150+ HR & Recruiting Jobs in Phoenix, AZ

The cleanest local benchmark is older BLS wage data for Human Resources Specialists: $56,400 median annually, with the 25th percentile at $20.79/hour and the 75th percentile at $75,750. More current local posting data centers on about $65k to $75k for salary roles and about $20 to $22/hour for hourly roles, while recruiter-focused salary aggregators cluster around roughly $74,702 to $75,000 in Phoenix.

Full July 2026 market report

Advertised pay

Across the 66 openings that disclose pay, the advertised range midpoint runs $52,500 at the 25th percentile, $72,000 at the median and $80,000 at the 75th. These are advertised ranges, not earned pay.

Active openings as of September 7, 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 153 openings.

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What our analysts see this month

Competitive market | next 3-6 months

Phoenix is a competitive HR market right now. The metro unemployment rate reached 4.9% in June 2026 and was higher than a year earlier, while metro employment was lower year-over-year, so employers have a bigger candidate pool than they did last year. At the same time, Arizona-wide Human Resources, Recruiting & People Operations employment was up 1.5% year-over-year and active postings were up 2.7% year-over-year in July 2026, suggesting the function is still hiring even as the broader market softens. In Phoenix itself, we observed more than 200 postings across more than 125 companies over the last 90 days, and hiring was fragmented rather than dominated by one employer.

Best positioned: Candidates with 2-7 years of experience who can combine recruiting workflow, HR operations, and light analytics—and who are open to on-site or hybrid roles in insurance, healthcare, or enterprise employers—have the best odds.

Main caution: The biggest trap is chasing remote-only recruiter jobs in a market where about 60% of postings are on-site and about 10% are remote.

From the July 2026 market report

Who is hiring here

Counted across all 153 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. TSMC: 6 open roles
2. CompMobileCare: 4 open roles
3. az.gov: 3 open roles
4. Clayco: 3 open roles
5. GTI Fabrication: 3 open roles
6. Republic Services, Inc.: 3 open roles
7. Allegis Group Services, Inc.: 2 open roles
8. AO Garcia Agency: 2 open roles
9. District Photo, Inc.: 2 open roles
10. Ies Communications, Llc: 2 open roles

Where the openings are

• Phoenix: 74
• Scottsdale: 22
• Tempe: 20
• Mesa: 8
• Chandler: 6
• Glendale: 5
• Gilbert: 4
• Surprise: 3

Work arrangement

on-site 104 (69%), hybrid 26 (17%), remote 20 (13%)

Where the demand is

Openings exist across a long tail of employers rather than one dominant company. Over the last 90 days, we observed more than 200 HR, recruiting, and people-ops postings across more than 125 companies in Phoenix, and hiring in the sample was fragmented. The recurring names include CompMobileCare, Usi, Inc., Legendary Allen Agency, Arizona Department of Administration, Carvana, Paychex Inc., and Vensure Employer Services, Inc. The sector mix matters more than any single employer. In the sample, insurance accounts for about 30% of postings, while hospitals and health care, healthcare, financial services, and human resources each contribute about 10%. About 30% of postings come from enterprise employers, and the seniority mix leans heavily toward mid-career roles rather than leadership openings. Recent local role examples also point to operations-heavy coordinator and lead-specialist work in Chandler and Phoenix rather than purely strategic executive roles.

• Insurance and employer services (high): Insurance makes up about 30% of the local posting mix, and active employers include Usi, Inc., Paychex Inc., and Vensure Employer Services, Inc., so this is the clearest pocket of recurring demand.
• Healthcare and provider services (moderate): Hospitals and health care plus healthcare account for about 20% combined in the local sample, and recent Phoenix postings include HOPCo and Talented Medical Solutions in HR operations and specialist work.
• Enterprise HR operations (moderate): About 30% of postings come from enterprise employers, which favors candidates who can work inside larger systems, handle cross-functional process, and operate in on-site or hybrid settings.

Where to focus: Bias your next 30 applications toward insurance, healthcare, and employer-services firms that need recruiters or HR staff who can also run operational workflow.

Roles worth searching next

• Operations Coordinator / Business Operations Specialist: Local HR postings emphasize Microsoft Office, customer service, communication, and process work, while broader business-admin demand emphasizes process optimization and operational efficiency.
• Customer Success or Account Coordinator at employer-services firms: Active local employers include Paychex Inc. and Vensure Employer Services, Inc., and the same local skill mix favors communication, customer service, and detail-heavy workflow.
• Compliance Coordinator / Licensing Specialist: Phoenix HR demand is unusually concentrated in insurance and regulated healthcare-adjacent settings, and insurance license requirements do appear in the local sample.
• Project Coordinator for HR-tech or process-change work: HR tech upgrades are a top organizational priority, and national HR guidance keeps pointing to HRIS, analytics, and AI-enabled process work.

What postings ask for

• Applicant Tracking Systems (table_stakes | immediate): Applicant tracking systems appear in about 10% of local postings, usually alongside interviewing and sourcing, so employers want workflow-ready candidates rather than train-from-scratch hires. Who: Entry-level candidates, coordinators, and career switchers.
• Interviewing and candidate sourcing (table_stakes | immediate): Interviewing and sourcing each show up in about 10% of local postings, and a recent Chandler talent-acquisition role also asked for job-description writing, role posting, and interview coordination with hiring managers. Who: Recruiters, TA coordinators, and HR generalists who touch hiring.
• HRIS and HR analytics (differentiator | near-term): HRIS and data analysis each appear in about 5% of local postings, while national HR guidance flags HRIS talent and data literacy as rising value areas. Who: Mid-career HR staff and career switchers with systems or operations backgrounds.
• AI fluency in recruiting and HR tech (differentiator | near-term): Less than half of organizations are expected to use AI in HR in 2026, but 92% of CHROs expect deeper AI integration, and AI is most common in recruiting and HR technology among adopters. Who: Anyone aiming for recruiter, HR ops, HR tech, or business-partner paths.
• SHRM-CP / SHRM-SCP or PHR / SPHR (differentiator | near-term): These remain the most recognized general HR credentials in 2026 and help signal readiness beyond pure admin support. Who: Career switchers and early-to-mid career HR professionals who need a credibility boost.
• Insurance license or regulated-industry familiarity (premium | near-term): Insurance is about 30% of the local posting mix, and insurance license requirements show up in about 5% of postings, making this unusually relevant in Phoenix. Who: Candidates targeting insurance, benefits, or employer-services firms.

Questions about this market

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

The cleanest local benchmark is older BLS wage data for Human Resources Specialists: $56,400 median annually, with the 25th percentile at $20.79/hour and the 75th percentile at $75,750. More current local posting data centers on about $65k to $75k for salary roles and about $20 to $22/hour for hourly roles, while recruiter-focused salary aggregators cluster around roughly $74,702 to $75,000 in Phoenix. This reads as decent mid-market pay, but the bottom of the local hourly range sits below the Phoenix living-wage estimate of $25.47/hour for a single adult, so entry-level HR support jobs can feel tight financially.

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

Openings exist across a long tail of employers rather than one dominant company. Over the last 90 days, we observed more than 200 HR, recruiting, and people-ops postings across more than 125 companies in Phoenix, and hiring in the sample was fragmented. The recurring names include CompMobileCare, Usi, Inc., Legendary Allen Agency, Arizona Department of Administration, Carvana, Paychex Inc., and Vensure Employer Services, Inc. The sector mix matters more than any single employer. In the sample, insurance accounts for about 30% of postings, while hospitals and health care, healthcare, financial services, and human resources each contribute about 10%. About 30% of postings come from enterprise employers, and the seniority mix leans heavily toward mid-career roles rather than leadership openings. Recent local role examples also point to operations-heavy coordinator and lead-specialist work in Chandler and Phoenix rather than purely strategic executive roles.

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

Recent postings show the most activity from CompMobileCare (10 postings), Usi, Inc. (10 postings), Legendary Allen Agency (10 postings), Arizona Department of Administration (5 postings), Carvana (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, 10% are remote and 35% hybrid, with 60% 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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