Part-Time HR Generalist

Part-Time HR Generalist Centric Events & Rentals — Phoenix, AZ Location: North Phoenix, near SR-51 & Greenway Schedule: Approximately 16 hours per week; consistent schedule established together Compensation: $30–$40 per hour, depending on experience Employment Type: Part-Time, W-2 Reports To: Managing Director / Owner About Centric Centric Events & Rentals is a growing event production and rental company serving corporate events, conferences, galas, and live experiences throughout Arizona and beyond. Our team includes full-time employees, part-time event crew, and freelance professionals working across production, warehouse, logistics, sales, and administration. Our core values guide how we work: Go For Gold, Wear Many Hats, Communicate With Clarity, Be A Nerd, and Own Your Work. We have an amazing team, and we want to care for them well—in the big moments and the small details. As we grow, we’re investing in clearer expectations, stronger support, and meaningful opportunities for our people to grow with us. Why This Role Matters We want our people to win. That means helping them feel supported, understand what success looks like, and see a path forward here. We’re looking for an experienced, highly organized HR Generalist who loves supporting people and turns good intentions into consistent action. Someone who remembers the follow-up, helps a manager prepare for an important conversation, gives a new hire a thoughtful start, and makes sure an employee’s development doesn’t get lost in the demands of the next event. You’ll help our directors and managers stay organized, care for their teams, and have clear conversations about growth, opportunity, and expectations. You’ll also help us uphold high standards of integrity, competency, and accountability through fair, direct, and respectful conversations. What You’ll Own Team Support & Internal Development Build relationships across the team and serve as an approachable resource for questions, concerns, and feedback. Help directors and managers turn employee goals into clear development plans, milestones, and follow-up conversations. Coordinate reviews and check-ins so employees receive timely feedback and understand where they stand. Help clarify pathways for advancement, including the skills, certifications, performance, and readiness required for the next opportunity. Track development commitments so training, recognition, and promised follow-up happen. Help us care for people through thoughtful recognition, work anniversaries, milestones, and appropriate support during challenging moments. Recruiting & Candidate Pipeline Maintain job postings and an organized pipeline of candidates for current and recurring staffing needs. Review applications, conduct initial screening conversations, and coordinate interviews with hiring managers. Keep candidates informed and maintain relationships with promising applicants for future openings. Help managers assess both demonstrated ability and alignment with our values. Coordinate reference checks and offer preparation with leadership. Provide a clear weekly update on openings, candidate progress, and next steps. Onboarding & Employee Records Give new team members a welcoming, organized introduction to Centric. Coordinate new-hire paperwork, required employment verification, policy acknowledgments, and personnel files. Help managers prepare role-specific onboarding plans with clear expectations, training, and points of contact. Work with our Business Administrator on payroll setup and benefits-related handoffs. Track 30-, 60-, and 90-day check-ins and help identify questions or support needs early. Maintain accurate, confidential employee records. Employee Relations & Accountability Help managers address attendance, conduct, communication, and performance concerns promptly and consistently. Gather relevant facts, listen carefully, and prepare clear, objective documentation, including written warnings and improvement plans.Support managers during difficult conversations and lead appropriate one-on-one conversations with employees when the situation calls for it. Make expectations and next steps clear, with specific follow-up and opportunities to demonstrate improvement. Uphold high standards of integrity and competency while treating people with dignity and respect. Give leaders candid feedback when their own communication, consistency, or follow-through needs attention. Recognize when an issue requires leadership involvement or outside employment counsel. Offboarding Coordinate respectful, organized departures and complete offboarding documentation. Work with managers to confirm equipment returns and timely removal of system access. Coordinate payroll and benefits handoffs with our Business Administrator and applicable providers. Conduct exit interviews when appropriate and identify feedback that can help us improve. Policies & Process Improvement Help keep job descriptions, handbook language, and HR procedures current, understandable, and consistent. Build practical tools that help managers support their people and follow through on commitments. Maintain a calendar of reviews, development milestones, and other HR deadlines. Identify recurring issues and recommend improvements that fit our size and resources. Who Will Thrive Here You love supporting people and take satisfaction in helping others succeed. You’re also comfortable saying what needs to be said, asking a difficult question, and holding a standard when a conversation becomes uncomfortable. You are highly organized. You can manage sensitive details, competing priorities, and multiple follow-ups without relying on someone else to remind you. You build simple systems and use them consistently. You bring warmth, discretion, and sound judgment. You can listen without jumping to conclusions, give candid feedback respectfully, and earn trust with both employees and leadership. What You Bring At least 3 years of hands‑on HR generalist experience , including recruiting and employee relations. Experience preparing disciplinary documentation and supporting or leading difficult employee conversations. Experience coordinating onboarding, performance reviews, and employee development. Working knowledge of Arizona and federal employment requirements. Strong written communication, attention to detail, and reliable follow-through. Comfort using HR systems, applicant tracking tools, spreadsheets, and shared documents. Ability to prioritize independently and maintain progress within a defined part‑time schedule. Especially helpful: Experience supporting a small business or serving as its primary HR resource. Experience with hourly employees, variable schedules, warehouse teams, field crews, or hospitality. SHRM-CP or PHR certification. Experience building practical HR processes and helping managers become stronger people leaders. How the Role Works You’ll work closely with our Managing Director, Business Administrator, directors, and managers. You’ll own HR coordination, support employee development, and help leaders follow through on their responsibilities to the team. Managers remain responsible for leading, coaching, and evaluating their people. You’ll help them do that well, participate in conversations when needed, and handle appropriate employee matters directly within agreed authority. Major personnel decisions remain with the Managing Director. We’ll establish clear priorities, responsibilities, and handoffs so the role stays focused and manageable within the available hours. Compensation & Schedule $30–$40 per hour , depending on relevant experience and ability to work independently. Approximately 16 hours per week to start. Primarily onsite at our North Phoenix facility, with scheduling flexibility discussed during the interview process. Any additional hours will be coordinated and approved in advance. #J-18808-Ljbffr Centric Events & Rentals - 0a8e