Sr Human Resources Business Partner

The Department of Emergency & Military Affairs (DEMA), led by The Adjutant General, provides emergency management and military capabilities to the citizens of Arizona and the nation. The Emergency Management Division consists of three sections—operations, preparedness, and financial administration. Each section works collaboratively across the agency and with external partners to manage emergency responses and reduce the impacts of disasters. Additionally, DEMA is the headquarters for the Arizona National Guard, the primary combat reserve of the United States military.

The Arizona Army and Air National Guard provide military forces and equipment to accomplish community, state, and federal missions.

Work Location:
Arizona National Guard Camp Navajo, Bellemont, AZ

The Human Resources Business Partner, partners with executive leadership, front line supervisors, and employees and works independently to provide comprehensive and complex HR services across multiple HR functions, such as personnel management, classification and compensation, onboarding and offboarding, benefits administration, recruitment and selection, employee relations, organizational structure, and HRIS (AZ360) transactions and reporting. The position will also be responsible for promoting and leading a continuous improvement culture by supporting teamwork, root cause problem solving, standard operating procedures, and the use of performance metrics to improve HR service delivery.

This role will be based on site at the Arizona National Guard Camp Navajo Installation, Bellmont, AZ and will be required to travel to Phoenix twice per month.

• Leads internal classification and compensation work for Camp Navajo. Analyzes job duties, pay equity and salary relationships; prepares PD updates, promotions, reallocations, special assignments, stipends and in-grade adjustment requests. Develops supported recommendations and routes required approvals through DEMA HR Partners with hiring managers throughout the full-cycle recruitment process by providing guidance on staffing policies, workforce needs, position requirements, and selection practices.
  
  Develops and posts job announcements, advertises vacancies through appropriate channels, reviews resumes, coordinates and conducts professional reference checks, supports selection activities, facilitates new employee orientation, and represents the agency at career events.
• Administers Camp Navajo FMLA and medical leave cases. Reviews eligibility and certification/recertification; prepares required notices and maintains confidential case records. Communicates with employees and supervisors through application, leave and return to work; coordinates timekeeping and provides process training..
• Partners with Camp Navajo hiring managers on full-cycle recruitment. Defines staffing needs and requirements, develops announcements, reviews applicants, coordinates interviews and reference checks, and reviews selection packets and proposed offers for accuracy, consistency and required approvals. Supports the Arizona Management System by partnering with leaders and teams to identify process improvements, participate in root cause problem solving, use metrics to evaluate HR and operational outcomes, and develop or follow standard operating procedures that promote consistency, accountability, and service quality.
• Prepares, processes and audits personnel actions and HRIS (AZ360) transactions for hires, promotions, pay changes, transfers and separations. Resolves data discrepancies, maintains accurate position and employee records, and audits approved local classification and compensation actions and supporting documentation.
• Provides independent HR consultation to Camp Navajo supervisors and employees on policies, performance management attendance and employee relations. Research sensitive issues, documents findings and recommends consistent solutions. Leads corrective actions, complaints, or investigations.

• Core HR practices, personnel management/administration, classification, compensation structure, benefits administration, and employee training
• Federal and state rules, regulations and statutes pertaining to HR
• State government structure and industry best practices
• Recruitment strategies, full-cycle candidate screening processes, preemployment compliance, talent…