SR HUMAN RESOURCES BUSINESS PARTNER
Work Location: Arizona National Guard Camp Navajo, Bellemont, AZ
Salary:Up to $32.4840 per hour (DOE)
Grade: 22
Closing Date: October 14, 2026
The SR 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.
| Knowledge, Skills & Abilities (KSAs): |
Knowledge of:
•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 acquisition processes, applicant tracking, and on boarding best practices
•Microsoft Office Suite (Word, Excel, Access, Outlook), Google Suite, applicant tracking systems (PageUp), and enterprise databases/HR systems (such as AZ360)
•Office equipment, standard office practices, and record-keeping principles for regulatory compliance
•Record retention standards for tracking, logging, and maintaining confidential personnel, medical, performance, and disciplinary documentation.HR-related systems such as HRIS, Page Up, and Performance Management
Skilled in:
•Supporting the full recruitment life cycle to include job postings, candidate screening, interview scheduling, coordinating background checks, and preemployment verifications
•Facilitating Day One orientation, processing new-hire paperwork, and coordinating onboarding activities to deliver a positive candidate experience
•Serving as an initial point of contact for benefits inquiries/enrollment, acting as a liaison between employees, managers, and payroll, and guiding staff to relevant organizational resources
•Applying interpersonal strategies to resolve workplace conflicts and communicating effectively both verbally and in writing across all organizational levels
•Navigating databases to input, track, analyze, and retrieve HR metrics, headcount, turnover, and requisition data to prepare ad hoc reports
•Interpreting and applying HR policies, assisting with compliance initiatives, and identifying best practices to optimize HR service delivery
Ability to:
•Handle sensitive personnel files, background checks, medical records, performance documentation, and disciplinary actions with absolute discretion.
•Work independently as well as in a team setting
•Manage competing priorities, set work agendas, and pivot quickly in a fast-paced or multi-site environment.
•Exercise sound judgment to plan, execute action items, complete projects accurately under deadlines, and follow through on pending tasks.
•Analyze documentation, make sound operational decisions, follow through on action items, and recognize when to escalate complex issues.
•Build effective relationships with internal/external stakeholders, partnering with leadership to foster a positive workplace culture.
•Operate with a mindset that understands effective Human Resources is both people-focused and business-driven.
•Master new software, procedures, and workflows quickly while identifying areas for operational improvement and high standards of customer service.
Desired qualifications include any combination of experience, education, and training that meets the knowledge, skills, and abilities as described. The preferred candidate will have one full year of experience in professional personnel work and or a Bachelor's degree in Human Resources or a closely related field.
| Pre-Employment Requirements: |
Special Job Requirements:
•This position requires possession of and ability to retain a current, valid Arizona state-issued driver's license appropriate to the assignment. Employees who drive on state business are subject to driver's license record checks, must maintain acceptable driving records and must complete any required driver training (see Arizona Administrative Code R2-10-207.12.)
•In State travel required.
•Individual is required to pass a criminal background investigation.
•Must be a US citizen. Candidates for this position will be required to submit to a criminal background investigation as well as possess the ability to achieve a favorable Tier 1 federal investigation for the purpose of Common Access Card (CAC) approval to permit federal IT system access.
If this position requires driving or the use of a vehicle as an essential function of the job to conduct State business, then the following requirements apply: Driver’s License Requirements.
All newly hired State employees are subject to and must successfully complete the Electronic Employment Eligibility Verification Program (E-Verify).
The State of Arizona offers a comprehensive benefits package to include:
•Sick leave
•Vacation with 10 paid holidays per year
•Health and dental insurance
•Retirement plan
•Life insurance and long-term disability insurance
•Optional employee benefits include short-term disability insurance, deferred compensation plans, and supplemental life insurance
By providing the option of a full-time or part-time remote work schedule, employees enjoy improved work/life balance, report higher job satisfaction, and are more productive. Remote work is a management option and not an employee entitlement or right. An agency may terminate a remote work agreement at its discretion.
Learn more about the Paid Parental Leave program here. For a complete list of benefits provided by The State of Arizona, please visit our benefits page
Eligible DEMA employees participate in excellent retirement programs provided by the Arizona State Retirement System (ASRS).
If you have any questions, please feel free to contact hr@azdema.gov.
DEMA is a smoke-free work environment.
ADA/EEO Employer
The State of Arizona is an Equal Opportunity and Reasonable Accommodation Employer
