Job Opportunities

Requirements: 2 – 4 years progressive HR work experience. Bachelor’s degree in HR Management or closely related field, SHRM-CP, or equivalent work experience.

Schedule and Start Date: Full-time. Regular office hours. Desired start date no later than April 1, 2026.

Compensation: $900 – $1,075/week; or $46,800 – $55,900 annually, plus full benefits package.

How to Apply:  Submit cover letter highlighting interest and relevant qualifications and resume to [email protected]; or submit via Indeed.com application portal. Preference given to applications received by March 4, 2026. The Fox Tucson Theatre is proud to be an Equal Opportunity employer. Women, BIPOC, individuals with disabilities, veterans, and those underrepresented in the live events field are strongly encouraged to apply.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Talent Acquisition & Onboarding

• Partner with hiring managers to define roles, craft inclusive job postings, and execute equitable, timely hiring processes.
• Manage recruiting logistics: sourcing, applicant tracking, screenings, interview coordination, references, and offers.
• Lead onboarding and orientation; ensure completion of new-hire paperwork, I-9/E-Verify, and technology/access setup.
• Support volunteer and intern placement processes as relevant to programming and events.

Employee Relations, Culture & Performance

• Serve as a trusted, confidential resource for employees and supervisors; triage and resolve concerns with fairness and consistency, elevating as necessary.
• Coach managers on best practices for feedback, performance conversations, documentation, and progressive discipline.
• Coordinate the performance management cycle (goals, check-ins, evaluations) and talent development/training initiatives.
• Partner with leadership on engagement, recognition, and DEI-aligned culture-building efforts; support staff learning.

Benefits, Leaves & HR Operations

• Support benefits administration (health, dental, vision, life/disability, retirement) in collaboration with our PEO partner; support open enrollment and life-event changes.
• Coordinate leave administration (FMLA, ADA interactive process, PTO, other applicable leave policies) and reasonable accommodations.
• Maintain accurate employee records, HRIS data integrity, and file retention practices (digital and physical).
• Act as primary liaison with payroll for accurate and timely processing (new hires, terminations, rate changes, deductions).

Compliance & Risk Management

• Ensure compliance with federal, state, and local laws (EEO, FLSA, FMLA, ADA, OSHA, pay transparency, wage & hour, records).
• Maintain and update the employee handbook, policies, and procedures; communicate changes clearly.
• Coordinate training requirements (harassment prevention, safety, mandated notices/postings).
• Support audit readiness, grant-related data requests, and board reporting related to HR function.
• Support worker’s comp and unemployment insurance claims, reporting, and compliance.
• Coordination of safety drills, incident reporting, and venue compliance.

Systems, Data & Process Improvement

• Own HRIS/ATS administration; develop simple dashboards, reports, and analytics (headcount, turnover, DEI indicators, recruiting funnel).
• Standardize workflows and templates (job descriptions, offer letters, corrective action, separations).
• Identify process improvements that enhance employee experience, reduce risk, and increase efficiency.

Note: In a small nonprofit, occasional support of cross-functional administrative projects (events, facilities coordination, vendor onboarding, etc.) may be required.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the education, experience, knowledge, skill, and/or abilities required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

QUALIFICATIONS

Required

• 2+ years of related work experience covering recruiting, employee relations, benefits administration, and compliance.
• Working knowledge of U.S. employment laws and HR best practices relevant to small organizations.
• Experience supporting a diverse workforce (e.g., full-time/part-time staff, casual hourly show staff, and contractors).
• Excellent judgment, confidentiality, and diplomacy; strong interpersonal and communication skills.
• Demonstrated ability to manage multiple priorities, meet deadlines, and independently drive tasks to completion.
• Proficiency with Human Resources Information Systems and common productivity tools (e.g., Microsoft 365).

Preferred

• Nonprofit and/or arts sector experience.
• Experience in leave administration and performance management facilitation.
• HR certification (SHRM-CP or PHR)
• Experience with Professional Employer Organization co-employment relationships (PEO), and specific experience with Paychex strongly preferred.
• In-depth understanding of entire Microsoft Office Suite (Word, Excel, Outlook).
• Ability to work independently and as part of a team.

CORE COMPETENCIES

• Equity & Inclusion: Applies an equity lens to policies and practices; fosters belonging and access.
• Employee Advocacy & Service: Balances employee care with organizational needs.
• Problem-Solving & Judgment: Uses data, policy, and context to make sound recommendations.
• Communication: Clear, empathetic, and tailored to audience; strong documentation habits.
• Discretion & Ethics: Manages sensitive information with integrity.
• Project Management: Plans, prioritizes, and executes with attention to detail.

PHYSICAL REQUIREMENTS

• Typical office environment with frequent computer use; occasional evening/weekend availability during events or key cycles (e.g., open enrollment).
• Ability to lift up to 20 lbs. on occasion (e.g., files, supplies) and navigate event venues, including stairs, as needed.
• Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

**This position description is a general guideline for work behavior and is not intended to be a comprehensive listing of all job duties. Therefore, it is also not, nor can it be implied to be, a contract of employment. The contents of this position description may be changed without notice, and employment may be terminated by either party, at will.