HR Manager

Overview

The HR Manager, Data Center Operations, will serve as the primary on-site HR leader supporting the launch, scale, and ongoing operation of a large data center manufacturing operation in Glendale, Arizona. Reporting to the Sr. Director, HR Operations, this role will operate as an extension of the Corporate HR team while providing dedicated local HR leadership through the workforce ramp and steady-state support of approximately 1,400-1,500 employees.

This position will leverage IG's established HR Centers of Excellence and support teams-including Compensation, Training, Employee Relations, HR Operations Support, HRIS, Payroll, Benefits, Compliance, and Talent Acquisition-while adapting enterprise policies to local data center needs such as shift operations, site access/badging, safety-sensitive work, attendance, overtime, incident escalation, employee conduct, and leader communication routines.

Responsibilities

Key Responsibilities

Site Launch & Workforce Ramp-Up

• Lead HR readiness planning for the data center launch, including workforce ramp, support role hiring, onboarding readiness, and local HR operating model alignment with Corporate HR.
• Partner with business leadership and Talent Acquisition to support the personnel ramp beginning in mid-October, with required support roles targeted by September.
• Establish local HR routines, escalation paths, and leader touchpoints that leverage Corporate HR infrastructure while supporting a site population of approximately 1,400-1,500 employees.

• Apply enterprise HR policies locally and incorporate data-center-specific practices, including shift scheduling, attendance, overtime, site access/badging, safety-sensitive expectations, incident escalation, employee conduct, and leader communication routines.
• Oversee HR support for employee inquiries, onboarding coordination, job changes, attendance/escalations, documentation, and other employee lifecycle processes.
• Align local intake, documentation, and escalation practices with Corporate HR Operations Support and Employee Relations processes.
• Assess the need for additional on-site HR support as the site scales and help define the right local coverage model.

• Serve as the first point of HR leadership support for site-level employee relations issues, policy interpretation, and sensitive employee matters.
• Partner with Employee Relations, Legal, Compliance, and business leadership on investigations, corrective action, accommodations, terminations, and risk mitigation.
• Coach leaders on documentation, performance management, employee communication, and consistent application of HR policies.
• Support positive employee relations strategies through leader coaching, early issue identification, consistent communication, and timely issue resolution.

• Partner with site leadership, operations, sales, Talent Acquisition, Compensation, Training, HR Operations Support, Payroll, Compliance, HRIS, Benefits, and Employee Relations.
• Act as the local HR liaison between the Phoenix site and Corporate HR Centers of Excellence to ensure timely, coordinated support.
• Provide concise reporting and insights on ramp readiness, employee relations trends, service gaps, workforce risks, and site support needs.

• 7-10+ years of progressive HR experience, with experience supporting high-volume data center, manufacturing, logistics, construction, facilities, or similarly complex site environments preferred.
• Experience supporting site launches, workforce ramp-ups, or large-scale operational expansion strongly preferred.
• Strong knowledge of HR operations, employee lifecycle processes, employee relations, policy implementation, compliance, and proactive employee engagement practices.
• Ability to adapt enterprise HR processes, SOPs, leader guidance, and operating rhythms to meet local site needs.
• Strong judgment and discretion when handling sensitive employee relations, compliance, workforce, and direct employee engagement matters.
• Experience supporting positive employee relations strategies in high-volume environments, including leader coaching, early issue identification, and consistent employee communication.
• Strong communication, stakeholder management, analytical, and change leadership skills.

• Experience in union-free, direct employee engagement environments, including maintaining strong leader capability, communication channels, and issue resolution practices.
• Experience adapting established HR processes, policies, and support models for a new site, client program, or rapidly scaling operation.
• Experience partnering with matrixed stakeholders where reporting lines, ownership, and escalation paths are evolving.

• Bachelor's degree in human resources or related field preferred
• HR Certification (PHR/SPHR or SHRM CP/SCP) preferred