HRAcademia

Most HR analytics tells us what already happened. Predictive HR analytics helps us identify what may happen next.

The shift does not require complicated technology. Start with one business problem, identify meaningful patterns in existing data, and use those insights to take action earlier.

The goal is not to predict the future perfectly. It is to make better workforce decisions before problems become bigger.

Moving from Descriptive to Predictive HR Analytics: A Simple Approach Human resources has undergone a significant transformation in the way it uses data. For many years, HR teams relied primarily on reports that explained what had already happened.

HR dashboards are supposed to support better decisions, but many simply display numbers without explaining what they mean or what action to take.

The real value of HR analytics is not measuring everything. It is measuring what matters and turning workforce data into meaningful business decisions.

Why Most HR Dashboards Are Useless Human resources has access to more data than ever before. Modern organizations can track employee turnover, time to hire, absenteeism, engagement, performance, diversity, training completion, compensation, productivity, and countless other workforce indicators.

HR does not need more metrics. It needs better ones.

Too many HR teams measure activity instead of impact. Training completion, application volume, survey participation, and performance review completion may look useful, but they often fail to explain what actually matters.

The real question is simple: Does this metric help us make a better decision and take meaningful action?

What HR Should Stop Measuring Immediately Human resources has more access to data than at any other point in its history. Modern HR systems can measure employee turnover, absenteeism, engagement, performance, hiring activity, training completion, promotions, compensation, diversity, retention, productivity, and many other workforce indicato

Not every HR metric tells you what is actually happening.

The most valuable metrics help organizations identify patterns before performance declines or employees decide to leave.

From engagement trends and manager effectiveness to internal mobility, workload, career development, and learning application, the right combination of metrics can give HR a clearer view of workforce health.

The goal is not to collect more data.

The goal is to make better decisions with the right data.

Metrics That Actually Predict Employee Performance and Retention Organizations collect enormous amounts of employee data. Attendance records, performance ratings, training completion, engagement surveys, productivity figures, promotion history, and turnover rates all provide information about the workforce.

Employee training only creates value when employees can apply what they learn.

Many organizations focus on course completion, but real learning happens when knowledge turns into workplace action.

HR can close this gap by providing practical training, manager support, hands on practice, follow up, useful resources, and clear accountability.

The goal is simple: move employees from learning to doing.

Why Employees Don’t Apply What They Learn and How HR Fixes It Employee training has become a central part of modern organizational development. Companies invest significant time, money, technology, and management resources into developing employee skills.

𝗛𝗥 𝗜𝗦 𝗘𝗩𝗢𝗟𝗩𝗜𝗡𝗚. 𝗔𝗥𝗘 𝗬𝗢𝗨?

The future of Human Resources isn’t just about managing people, it’s about 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲, 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆, 𝗱𝗮𝘁𝗮, 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝗰𝗼𝗺𝗲𝘀 𝗻𝗲𝘅𝘁.

As workplaces evolve, HR professionals need more than traditional knowledge. They need the 𝘀𝗸𝗶𝗹𝗹𝘀, 𝗺𝗶𝗻𝗱𝘀𝗲𝘁, 𝗮𝗻𝗱 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝘁𝗼 𝗹𝗲𝗮𝗱 𝘄𝗵𝗮𝘁’𝘀 𝗻𝗲𝘅𝘁.

𝗕𝘂𝗶𝗹𝗱 𝘁𝗵𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝗳𝗼𝗿 𝘄𝗵𝗮𝘁’𝘀 𝗻𝗲𝘅𝘁.

• Embrace HR Analytics
• Understand AI in HR
• Strengthen strategic HR capabilities
• Future-proof your career

At 𝗛𝗥𝗔𝗰𝗮𝗱𝗲𝗺𝗶𝗮, we’re focused on helping HR professionals stay ahead of change and prepare for the future of work.

𝗧𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝗛𝗥 𝗶𝘀 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗵𝗲𝗿𝗲. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆?

Explore more: www.hracademia.com

𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲: HR Generalist

𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Phoenix, AZ 85008 • Hybrid work

𝗙𝘂𝗹𝗹 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻

The position is responsible for performing various employee relations duties, including FMLA administration, counseling with employees and management, participating in new employee orientation, advising Managers on personnel actions, and resolving employee complaints.

𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗝𝗼𝗯 𝗙𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝘀

• Maintains confidentiality regarding personnel records and information.
• Applies fair and consistent application of Employee Services policies and procedures for all Arizona Financial personnel.
• Processes monthly personnel reporting information.
• Prepares periodic reports for Company and government purposes and ensures tax payments are timely.
• Ensures compliance with federal, state, and local laws.
• Oversees the preparation of payroll related general ledger entries.
• Provides managers with accurate payroll information.
• Acts as a secondary backup to all payroll and timekeeping functions, benefits and HRIS system, including the preparation of payroll information, salary calculations, and the accurate reporting of payroll related information.
• Establishes, interprets, oversees, and enforces payroll policies and procedures.
• Assists in developing and implementing effective employee relations policies and procedures.
• Manages assigned projects including planning, tracking, ex*****on, and implementation.
• Performs other job-related duties as assigned.

𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀:

Position Required Qualifications
Minimum Education and Experience

High School diploma or GED and four (4) years’ experience in human resources with working knowledge of applicable employee laws, employee relations, internal investigations, leave administration or any equivalent combination of education and experience. PHR or SPHR certification or SHRM equivalent. Experience in managing projects.

𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲, 𝗦𝗸𝗶𝗹𝗹𝘀, 𝗮𝗻𝗱 𝗔𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀

Knowledge of computers and software applications in Windows, Excel PowerPoint, and Word. Ability to type 35 words per minute. Strong written and verbal communication skills required. Must have the ability to work efficiently and responsibly in an environment with multiple work demands and short timeframes. Ability to read, write, speak, and use proper grammar in English. Ability to communicate verbally both in person and on the telephone. Ability to read, analyze and interpret technical procedures, financial reports, legal documents, and government regulations. Ability to write business correspondence in response to sensitive inquiries or complaints. Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to calculate rates, ratios, and percentages.

𝗟𝗶𝗰𝗲𝗻𝘀𝗲𝘀, 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴, 𝗮𝗻𝗱 𝗖𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗱
• None.

𝗣𝗿𝗲𝗳𝗲𝗿𝗿𝗲𝗱 𝗤𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀
• Experience with payroll and timekeeping system and HRIS.

𝗛𝘆𝗯𝗿𝗶𝗱 𝗪𝗼𝗿𝗸 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗣𝗵𝘆𝘀𝗶𝗰𝗮𝗹 𝗗𝗲𝗺𝗮𝗻𝗱𝘀

• Regularly required to stand, walk, sit, climb or balance; use hands to finger keys accurately when using calculator machines or computer keyboards; reach with hands and arms.
• Occasionally lift and/or move up to 25 pounds.
• Specific vision abilities required by this job include close vision, distant vision, and color vision.
• The noise level in the work environment is usually moderate.
• Must be able to travel independently to department and branch locations.

𝗡𝗢𝗧𝗘: The job description is intended to be generic in nature. It is not an exhaustive list of all duties and responsibilities. Requirements listed in the above qualifications and physical requirements are representative of the knowledge, skill, abilities, physical demands, or work environment required or encountered that must be met by an employee to successfully perform each duty and each function of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

Employees who work from home must have business operational internet to complete work tasks and communicate via video call or chat messaging systems in a dedicated workspace.

𝗔𝗽𝗽𝗹𝘆 𝗛𝗲𝗿𝗲: https://recruiting.paylocity.com/recruiting/jobs/All/dba33cb1-ebc2-4702-a653-4c8b2e3ab9a5/ARIZONA-FINANCIAL-CREDIT-UNION

For 𝗠𝗢𝗥𝗘 exclusive HR job opportunities like this, subscribe now: https://www.hracademia.com/jobs-alert/

𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲: Human Resources Manager

𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Avondale, AZ 85323

𝗙𝘂𝗹𝗹 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻

Build Your Career with Ashley Furniture- Where Innovation Meets Comfort

𝗪𝗵𝗼 𝗪𝗲 𝗔𝗿𝗲:

At Ashley, inspiring the love of home is at the heart of everything we do. As the world’s largest manufacturer of home furnishings, we’re more than a business — we’re a family driven by innovation, competitiveness, and an unwavering commitment to excellence. We persevere through challenges, push beyond the status quo, and constantly seek better ways to deliver an exceptional customer experience. Our solutions-first mindset and dedication to growth are why Ashley remains #1 in our industry.

If you’re ready to grow, you’ve come to the right place. With a true “Growth Mindset,” Ashley Furniture invests in developing future leaders and helps every team member learn from the best in the business.

If you are a current Ashley employee: Please login to your UKG account and apply using the internal job board.

𝗦𝘂𝗺𝗺𝗮𝗿𝘆: You will be responsible for the HR needs of the supported business units and the implementation of best practices to support the achievement of corporate business objectives. You will get to dive into the heart of HR and assist with employee and labor relations, performance management, policy implementation, coaching and mentoring, and onboarding. Our HR Managers are always out interacting with our employees and business partners.

𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀:

The position handles a broad range of HR activities, including but not limited to:
• 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀 - Managing workplace issues (investigations, documentation, coaching) and fostering positive employee engagement
• 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁/𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 – Manage, delegate and coach a small team of HR Coordinators and HR Generalists
• 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 & 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 - Supporting talent acquisition and new hire integration; including creating job requisitions
• 𝗛𝗥 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 - Ensuring adherence to employment laws and company policies, including creating and updating the employee handbook
• 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻 - Managing and assisting with employee benefits programs; including open enrollment and new plan integrations
• 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 - Managing the performance review process and employee/leadership development programs
• 𝗣𝗼𝗹𝗶𝗰𝘆 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 - Administering and communicating HR policies and procedures; including oversight of SOP's, JSA's, and other related document
• 𝗛𝗥 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀 - Creating strategic HR initiatives and projects

𝗤𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀:

• 5+ years of Human Resources experience, including employee relations
• Bachelor’s Degree in HR, Business Administration or related field, or equivalent work experience
• PHR or SHRM-CP preferred
• Knowledge in State and Federal employment laws, basic OSHA safety practices and procedures and employee relations principles
• Experience in employee relations, investigations, compliance and operations is a must

𝗪𝗼𝗿𝗸 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁:

Office Setting

𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗪𝗲 𝗢𝗳𝗳𝗲𝗿:

• Health, Dental, Vision, Employee Assistance Program
• Paid Time Off; increases with years of service
• Generous Employee Discount on home furnishings
• Professional Development Opportunities
• Tuition Assistance
• Ashley Wellness Centers (location specific)
• 401(k) and Profit Sharing
• Life Insurance

Our Core Values:

• 𝗛𝗼𝗻𝗲𝘀𝘁𝘆 & 𝗜𝗻𝘁𝗲𝗴𝗿𝗶𝘁𝘆: Acts with transparency, discretion, and ethical judgment. Trusted to handle sensitive information and provide accurate, unbiased insights.
• 𝗗𝗶𝗿𝘁𝘆 𝗙𝗶𝗻𝗴𝗲𝗿𝗻𝗮𝗶𝗹: Takes full accountability for outcomes, not just tasks. Inspects details, ensures data accuracy, and follows through to completion.
• 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁: Actively seeks better ways to improve templates, tools, and processes. Learns from prior initiatives and embeds lessons into standard work.
• 𝗚𝗿𝗼𝘄𝘁𝗵 & 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 𝗙𝗼𝗰𝘂𝘀: Understands how transformation initiatives drive growth, cost reduction, and profitability. Keeps work aligned to enterprise priorities.
• 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Leads through influence, reliability, and example. Builds trust across functions and supports leaders at every level.

• 𝗖𝘂𝘀𝘁𝗼𝗺𝗲𝗿-𝗖𝗲𝗻𝘁𝗿𝗶𝗰 & 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝘆𝗹𝗲𝘀𝘀: Works across silos for the greater good of the organization. Ensures outputs meet the needs of executives, initiative owners, and teams.
• 𝗢𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗘𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲: Demonstrates strong organizational discipline, attention to detail, and the ability to translate ambiguity into clear, executable tools.

Interested in learning more about Ashley Furniture’s Community Engagement programs, Environmental Stewardship, or our Core Values, click the links below:

𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗦𝗼𝗰𝗶𝗮𝗹 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 (https://www.ashleyfurniture.com/about-us/corporate-social-responsibility/report/)

𝗩𝗶𝗲𝘄 𝗢𝘂𝗿 𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗕𝗿𝗼𝗰𝗵𝘂𝗿𝗲 (https://nam10.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.ashleyfurnitureindustriesllc.com%2Fen%2Fcorporate-brochure&data=05%7C02%7CShLee%40Ashleyfurniture.com%7C7380207222ee4e223aea08dd96e531de%7C5a9d9cfdc32e4ac1a9edfe83df4f9e4d%7C0%7C0%7C638832633331666148%7CUnknown%7CTWFpbGZsb3d8eyJFbXB0eU1hcGkiOnRydWUsIlYiOiIwLjAuMDAwMCIsIlAiOiJXaW4zMiIsIkFOIjoiTWFpbCIsIldUIjoyfQ%3D%3D%7C0%7C%7C%7C&sdata=wNmuyaqBcPo%2FSsLdHmzI%2F3XX3FQf%2Fjy3iHyYUhbP8V8%3D&reserved=0)

We are an Equal Opportunity Employer and provide a drug-free working environment. While Ashley appreciates the interest of all candidates only those meeting specific position requirements may be contacted. This job description does not constitute a written or implied contract of employment. The company reserves the right to revise or change job duties and responsibilities as the need arises.

𝗡𝗼𝘁𝗶𝗰𝗲 𝘁𝗼 𝗦𝗲𝗮𝗿𝗰𝗵 𝗙𝗶𝗿𝗺𝘀: We are not seeking assistance or accepting unsolicited resumes from search firms. We will not pay any placement, referral or other fees to any search firms unless we have agreed otherwise in a valid, written agreement for the specific position posted and signed by an authorized representative of Ashley Furniture Industries.

Please note this position is not eligible for current or future employment sponsorship. Candidates must be legally authorized to work in the United States without the need for visa sponsorship now or at any time in the future.

Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.

𝗔𝗽𝗽𝗹𝘆 𝗛𝗲𝗿𝗲: https://ashleyfurniturecareers.com/jobs

For 𝗠𝗢𝗥𝗘 exclusive HR job opportunities like this, subscribe now: https://www.hracademia.com/jobs-alert/

Training delivers knowledge. Capability turns that knowledge into performance.

Organizations that focus on real application, continuous practice, feedback, and manager support can build teams that are better prepared to solve problems, adapt to change, and deliver lasting results.

The goal should not simply be to complete training. It should be to build capability that creates measurable business value.

Building Capability Instead of Just Delivering Training Organizations have traditionally viewed training as one of the primary methods for improving employee performance. When a new system is introduced, employees attend training.

𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲: Human Resources Generalist

𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: 1201 North Galvin Parkway, Phoenix, AZ 85008

𝗣𝗮𝘆: $65,000 - $75,000 a year - Full-time

𝗙𝘂𝗹𝗹 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻

If you're passionate about helping people succeed and enjoy a role where no two days are the same, we'd love to meet you! As the Human Resources Generalist at Desert Botanical Garden, you'll help attract exceptional talent, create outstanding employee experiences, support organizational initiatives, and partner with leaders to foster a workplace where employees can thrive. Your work will make a meaningful difference in supporting both our people and our mission.

𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝗣𝘂𝗿𝗽𝗼𝘀𝗲

The Human Resource Generalist will run the daily operation functions of the Human Resource (HR) department including recruiting, onboarding and enforcing company policies and practices.

𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗗𝘂𝘁𝗶𝗲𝘀

• Research, develop, and implement effective recruiting and staffing strategies to attract a diverse pool of qualified and capable talent for the organization
• Collaborate with departmental managers to understand skills and competencies required for openings and manage full recruitment cycle. Liaison between hiring managers and candidates during the recruitment process including scheduling and arranging interviews, candidate’s main contact and being the point person for all questions throughout the recruiting process.
• Conduct or acquire background checks including fingerprinting.
• Facilitate all onboarding steps including new employee orientation sessions. Ensure all necessary paperwork is properly completed and submitted to appropriate individuals and agencies.
• Ensure all new employee files are set up accurately.
• Generate reports and provide analysis to stakeholders as needed.
• Lead Employee Appreciation Committee and all components. This will include ensuring milestones such as births and deaths are recognized.
• Oversee the Maricopa County Trip Reduction Program.
• Assist with all aspects of FMLA, paid parental leave, ADA, worker’s compensation, STD and LTD leaves and claims.
• Perform routine tasks required to administer and execute human resource programs including
• but not limited to leaves, talent management, and training and development
• Handle employment-related inquiries from applicants, employees, and supervisors, referring
• complex and/or sensitive matters to the appropriate staff.
• Develop, conduct or facilitate required and recommended training sessions
• Ensure that various training milestones and goals are met while adhering to approved training
• budget.
• Process all non-benefit billing for department. Maintain compliance with federal, state, and local
• employment laws and regulations, and recommended best practices; reviews policies and
• practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in
• human resources, talent management, and employment law.
• Ability to review/audit payroll on a periodic basis and be backup to payroll specialist as needed.
• Perform other duties as assigned.

𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻

Job Type: Full-Time, Exempt
Schedule: 8am - 5pm, M-F
Salary: $65,000 - $75,000/yr
Requirements:

𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗶𝗲𝘀

• Bachelor’s degree in human resources, business administration, or related field, or comparable
• combination of education and work experience
• Five years’ of progressive experience in human resources, with an emphasis in corporate
• training and recruiting
• Excellent interpersonal skills and ability to work well with all staffing levels
• Strong verbal and written communication skills
• Strong computer skills and proficiency with Microsoft Office; HRIS experience preferred
• High levels of integrity and discretion
• Strong business acumen; able to build relationships, share knowledge, embrace ambiguity, and
• thrive with changing priorities
• Superior analytical and research skills; the ability to make decisions and manage course
• corrections as necessary are required
• Superior time management, attention to detail, and follow-up skills are a must
• Patience, tact, and the ability to build rapport throughout the organization will be keys to
• success in this role; high emotional intelligence and the art of persuasion very helpful
• HRCI and/or SHRM certification preferred
• Available to work off hours such as weekends or evenings.

𝗘𝗾𝘂𝗶𝗽𝗺𝗲𝗻𝘁 𝗨𝘀𝗲𝗱
Typical office equipment.

𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼
Frequent interaction with employees across the Garden.

𝗘𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻
Frequent communication with vendors, trainers, and business partners.

𝗪𝗼𝗿𝗸𝗶𝗻𝗴 𝗖𝗼𝗻𝗱𝗶𝘁𝗶𝗼𝗻𝘀
No physical effort beyond what’s typically required in a normal office environment. Requires flexible time schedule. Potential for tight deadlines or time periods of high workload may require additional

hours.

The noise level in the work environment is usually minimal.
This role requires the ability to walk, sit, stand, stoop, kneel, bend, see, hear, speak, read, and type.
Manual dexterity and the ability to lift up to 10 pounds required.
Reasonable accommodations may be made, when necessary and feasible, to allow a qualified individual
to perform essential job functions

𝗘𝗾𝘂𝗮𝗹 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿

Desert Botanical Garden is an Equal Opportunity Employer and considers all applicants without regard to race, religion, color, s*x, gender identity and/or expression, s*xual orientation, marital or parental status, age, national origin, veteran status, disability, or any other status protected by law.

The Garden fosters and supports workplace diversity, equity, and inclusion to honor the unique perspectives, experiences, and contributions of all, to celebrate successes, and to cultivate individual

and institutional excellence.

All employees will help add to the Garden’s diversity and fully embrace it.

This job description is not intended to be an exhaustive list of all duties, responsibilities, and deliverables of the role. This is not a contract and should not be viewed as such. Other duties may be

assigned by supervisor and/or his/her/their designee

𝗔𝗽𝗽𝗹𝘆 𝗛𝗲𝗿𝗲: https://recruiting.paylocity.com/recruiting/jobs/All/56cab6d7-e712-4528-afc9-f503034cac29/Desert-Botanical-Garden

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