Sr HR Generalist / Office Manager

Cardone Enterprises•Scottsdale, AZ

4d•Onsite

About The Position

The Senior HR Generalist & Office Manager serves as the primary on-site HR presence and operational leader for an office of approximately 60–70 employees. Recruitment is the core driver of this role — the ideal candidate is an innovative, relationship-driven full-cycle recruiter who can build a strong, sustainable talent pipeline for a fast-growing sales organization, own the full employee lifecycle — onboarding, performance management, employee relations, and offboarding — while also overseeing office vendor management, purchasing, and facility operations. The role requires sound independent judgment, discretion in handling sensitive and difficult employee relations situations, strong negotiation skill in vendor management, and the maturity and professionalism to be a trusted leader across recruitment, HR, and office operations.

Requirements

Demonstrated full-cycle recruitment experience, including campus recruitment and employer branding, ideally supporting a sales-driven or high-volume, high-turnover workforce.
Minimum 5+ years of progressive HR generalist experience, including direct experience with terminations, performance management, and employee relations.
Working knowledge of federal and Arizona (and/or Florida) employment law.
Creative, resourceful approach to sourcing, campus recruiting, and employer branding.
Excellent written and verbal communication skills; comfortable delivering difficult messages with professionalism and empathy.
Self-starter who operates independently with minimal oversight and sound judgment across recruitment, HR, and operational matters.
High degree of discretion and confidentiality in handling sensitive employee information.
Strong negotiation skills and sound independent business judgment in vendor and purchasing decisions.
Mature, professional presence with the credibility to serve as a trusted leader across HR and office operations.
Strong organizational skills with the ability to manage multiple priorities, vendors, and employee matters simultaneously.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or related field preferred; equivalent professional experience will be considered.
Prior experience with vendor negotiation, purchasing, or facilities/office operations management strongly preferred.
PHR, SHRM-CP, or similar HR certification a plus.

Responsibilities

Own full-cycle recruitment for sales and support roles, using innovative and non-traditional sourcing strategies (social media, referral networks, sourcing tools, targeted outreach) to build a consistent, high-quality candidate pipeline.
Lead campus recruitment efforts — develop and maintain relationships with local colleges, universities, and career centers to build employer brand awareness and a sustainable early-career talent pipeline.
Represent the company at career fairs, campus events, and industry networking functions as an ambassador of the employer brand.
Manage the interview process end-to-end: screen resumes, coordinate interviews, communicate clearly and promptly with candidates and hiring managers, and guide finalists through offer negotiation.
Prepare and extend offer letters and employment agreements in compliance with company policy and applicable state law.
Own new-hire onboarding logistics, including first-day orientation, new-hire paperwork, systems setup coordination, and introduction to company culture and expectations.
Continuously evaluate and refine recruiting strategy and channels to keep pace with the pipeline demands of a growing sales organization.
Serve as the first point of contact for employee relations issues, providing practical, risk-aware guidance to managers and employees.
Lead and document difficult conversations, including performance improvement plans, disciplinary actions, and terminations, in partnership with HR leadership to ensure consistency and legal compliance.
Conduct and support investigations into employee complaints with discretion, objectivity, and proper documentation.
Advise managers on performance management best practices, coaching them to address issues early and consistently.
Maintain accurate, compliant personnel files and HR records in accordance with federal and state recordkeeping requirements.
Stay current on applicable employment law (federal and state) and flag emerging risk areas to HR leadership.
Independently identify, evaluate, and select vendors for office supplies, facilities services, equipment, and other site operational needs.
Serve as the primary point of contact with building management for maintenance, access/security, and facility-related matters.
Oversee day-to-day office operations, ensuring a professional, engaged, and productive work environment.