HR Analyst / HR Analyst, Senior

HR Analyst / HR Analyst, Senior

Salary

$82,353.00 - $126,794.00 Annually

Location

Municipal Services Building, AZ

Job Type

Full-Time

Job Number

2026 - 6029004; 6029002

Department

Human Resources

Opening Date

09/03/2026

Closing Date

9/20/2026 11:59 PM Arizona

• Description
• Benefits
• Questions

Description

IMPORTANT APPLICATION INFORMATION

Human Resources currently has an opening which will be filled at either the HR Analyst or Senior HR Analyst level. As you complete your application, please be sure to include all applicable information (completed degrees, related work history, etc.) so you can be considered for the appropriate level.

Offering salary may be made above the minimum of the posted salary range up through the midpoint, depending upon qualifications, experience, education, certifications, training, and internal equity considerations.

This job classification description is intended to be generic in nature and not an exhaustive list of all duties and responsibilities. The specific tasks/duties may vary based on position assignment and as determined by the Town of Queen Creek.

IMPORTANT DATES

• This recruitment closes September 16th.
• First round of interviews are anticipated to take place the week of September 21st.
• Second round of interviews for finalists are anticipated to take place on September 28th.
• Expected start date is October 2026 for the successful candidate.

HR Analyst ($82,353 - $119,412 Annually)

Positions assigned to this class are responsible for collecting, compiling, and analyzing human resources data, metrics, and statistics, and applying this data to make recommendations related to classification, compensation, recruitment, selection, retention, leaves, legal, compliance, training, employee relations, wellness, safety, and loss control. This classification also serves as a human resources business partner for assigned departments and handles the human resources activities for departments assigned.

This is an intermediate level professional classification in the human resources job family. Work is designed to provide continued professional work experience, training and development and is focused on the use of specific knowledge of routine functional area to meet requirements and/or performance specifications within assigned discipline. Works independently referring complex issues to more senior professionals.

ESSENTIAL DUTIES

The following are intended to describe core work functions of this classification. While the level and broad nature of essential duties may not change, specific work tasks will vary over time depending on the Town's needs.

• Administers and coordinates assigned human resources programs and/or systems to include recruitment, selection, performance management, classification, compensation, employee relations, HRIS, training, organizational development, and/or other specialized programs (i.e., wellness program, Maricopa County travel reduction program, mentoring program, annual charity campaign).
• Interprets and explains administrative policies and procedures and other employment related laws and statues and responds to requests for information; assists internal and external stakeholders.
• Performs professional level recruitment functions by planning and developing recruitment strategies; plans recruitment processing, prepares and creates job announcements and descriptions for various advertising sources, and develops criteria matrixes and ensures integrity of the recruitment process.
• Conducts surveys and research to obtain and analyze data and information; recommends solutions regarding various human resources issues; compiles, researches and analyzes data and information.
• Plans, organizes, arranges, and develops curriculum; provides training classes for Town employees; arranges and coordinates with outside vendors to provide training on a variety of topics.
• Provides assistance with employee relations, such as conducting and participating in investigations, analyzing and recommending solutions to resolve employee concerns and issues; conducts exit interviews.
• Recommends and coordinates selection procedures with departments; compiles and reviews interview questions; researches, develops, and administers tests and selection tools for various Town positions and evaluates results; schedules interview panels, facilitates interview and selection process; establishes eligibility lists; makes job offers; arranges drug and alcohol testing as required; and coordinates the onboarding process;
• Assists with preparing job classification specifications to accurately describe duties; coordinates with departments to ensure required qualifications meet job specifications; assists with job evaluation including job audits and prepares recommendations on classification and pay grade assignments.
• Develops and maintains strong customer relationships as they pertain to assigned departments, projects, programs and duties.
• Chairs and/or participates in Town employee committees as assigned.
• Maintains and updates data and files via paper and electronically.
• Performs human resources compliance reporting and related activities.
• Performs related work as assigned.

Senior HR Analyst ($87,444 - $126,794 Annually)

Positions assigned to this class are responsible for administering the Towns human resources programs, collecting, compiling, and analyzing human resources data, metrics, and statistics, and applying this data to make recommendations related to classification, compensation, recruitment, retention, legal, compliance, training, employee relations, wellness, safety, and loss control. This classification serves as a resource for other human resources staff, serves as a human resources business partner for assigned departments and handles the human resources activities for departments assigned.

This is a fully qualified and experienced level professional classification in the human resources job family. Incumbents perform the full range of duties that demonstrates knowledge of expected functional requirements or performance specifications within human resources. Work involves the application of sound principles and best practices associated with planning and problem solving. Works independently and performs varied assignments requiring broad knowledge in human resources. Refers complex issues to management.

ESSENTIAL DUTIES

The following are intended to describe core work functions of this classification. While the level and broad nature of essential duties may not change, specific work tasks will vary over time depending on the Town's needs.

• Performs, coordinates and oversees professional level recruitment functions for assigned departments, including all tasks related to sourcing, screening, selecting, hiring, and onboarding, all while ensuring compliance with state & federal regulations.
• Oversees and administers the Towns performance management and onboarding systems, including record management, task assignment, system updates, and user support.
• Monitors, stores, and tracks personnel action changes for necessary task completion and system updates for all Town Departments, including the processing of payroll change forms for appointed department.
• Assists in the development and support of technology-driven solutions for the HR department, including special project assignments as project coordinator and implementation specialist.
• Coordinates with assigned departments to prepare accurate job classification specifications; assists with job evaluations and prepares recommendations on classification and pay grade assignments.
• Administers assigned human resources programs; ensures administration of program(s) in alignment with established standards; performs annual plan audits.
• Chairs and/or participates in Town committees as assigned.
• Assists with employee relations matters and investigations.
• Analyzes a variety of HR data and prepares related reports detailing findings and recommendations.
• Interprets, applies and explains Town policies and procedures.
• Provides individual, departmental, or organizational-wide training.
• Performs related work as assigned.

Typical Qualifications

HR Analyst

MINIMUM QUALIFICATIONS (at job entry)

Bachelor's Degree in Public or Business Administration, Business, Human Resources, Psychology, or a related field and 3 years of related experience; or an equivalent combination of directly related education and experience. Master's Degree and 3 years of professional level human resources experience in the Public Sector is preferred.

SPECIAL REQUIREMENTS: To be eligible, incumbents cannot be on the Office of Inspector General (OIG) list of Excluded Individuals/Entities (LEIE).

LICENSING/CERTIFICATION REQUIREMENTS

Certification as a Professional in Human Resources (PHR or SPHR), Society for Human Resource Management Certified Professional (SHRM-CP or SHRM-SCP), or Public Sector Human Resources Association (PSHRA-CP or PSHRA-SCP) is preferred.

.

Senior HR Analyst

MINIMUM QUALIFICATIONS (at job entry)

Bachelor's Degree from an accredited college or university in Public or Business Administration, Business, Human Resources, Psychology, or a related field and 5 years of related experience; or an equivalent combination of directly related education and experience. Master's Degree and 5 years of professional level human resources experience in the Public Sector is preferred.

SPECIAL REQUIREMENTS: To be eligible, incumbents cannot be on the Office of Inspector General (OIG) list of Excluded Individuals/Entities (LEIE).

LICENSING/CERTIFICATION REQUIREMENTS

Certification as a Professional in Human Resources (PHR or SPHR), Society for Human Resource Management Certified Professional (SHRM-CP or SHRM-SCP), or Public Sector Human Resources Association (PSHRA-CP or PSHRA-SCP) is preferred.

.

Supplemental Information

OVERALL PHYSICAL STRENGTH DEMANDS:

Physical Strength for this classification is indicated below with an "X"

X

Sedentary: Exerting up to 10 lbs. occasionally or negligible weights frequently; sitting most of the time.

Light: Exerting up to 20 lbs. occasionally, 10 lbs. frequently, or negligible amounts constantly OR requires walking or standing to a significant degree.

Medium: Exerting 20-50 lbs. occasionally, 10-25 lbs. frequently, or up to 10 lbs. constantly.

Heavy: Exerting 50-100 lbs. occasionally, 10-25 lbs. frequently, or up to 10-20 lbs. constantly.

Very Heavy: Exerting over 100 lbs. occasionally, 50-100 lbs. frequently, or up to 20-50 lbs. constantly.

PHYSICAL DEMANDS:

C

F

O

R

N

Continuously

Frequently

Occasionally

Rarely

Never

2/3 or more time

1/3 to 2/3 of time

Up to 1/3 time

< 1 hour per week

Never occurs

Note: This is intended as a description of the way the job is currently performed. It does not address the potential for accommodation.

Physical Demand

Brief Description

C

F

O

R

N

Standing

Communicating with co-workers, observing work site, observing work duties

X

Sitting

Desk work

X

Walking

To other departments/offices/office equipment

X

Lifting

Supplies, files

X

Carrying

Supplies, files

X

Pushing/Pulling

File draws, tables and chairs

X

Reaching

For supplies, for files

X

Handling

Paperwork

X

Fine Dexterity

Computer keyboard, telephone pad, calculator, calibrating equipment

X

Kneeling

Filing in lower drawers, retrieving items from lower shelves/ground

X

Crouching

Filing in lower drawers, retrieving items from lower shelves/ground

X

Crawling

Under equipment

X

Bending

Filing in lower drawers, retrieving items from lower shelves/ground

X

Twisting

From computer to telephone, getting inside vehicles

X

Climbing

Stairs, step stool

X

Balancing

On step stool

X

Vision

Reading, computer screen, driving

X

Hearing

Communicating with co-workers and public and on telephone, listening to equipment

X

Talking

Communicating with co-workers and public and on telephone

X

Foot Controls

Driving

X

Other (Specify)

MACHINES, TOOLS, EQUIPMENT, SOFTWARE AND HARDWARE:

Standard office equipment; vehicle

ENVIRONMENTAL FACTORS:

D

W

M

S

N

Daily

Several Times Per Week

Several Times Per Month

Seasonally

Never

Health & Safety Factors

D

W

M

S

N

Health & Safety Factors

D

W

M

S

N

Mechanical Hazards

X

Respiratory Hazards

X

Chemical Hazards

X

Extreme Temperatures

X

Electrical Hazards

X

Noise and Vibration

X

Fire Hazards

X

Wetness/Humidity

X

Explosives

X

Physical Hazards

X

Communicable Diseases

X

Physical Danger or Abuse

X

Other (Specify Below

PROTECTIVE EQUIPMENT REQUIRED:

None

NON-PHYSICAL DEMANDS:

C

F

O

R

N

Continuously

Frequently

Occasionally

Rarely

Never

2/3 or more time

1/3 to 2/3 of time

Up to 1/3 time

< 1 hour per week

Never occurs

Description of Non-Physical Demands

C

F

O

R

N

Time Pressure

X

Emergency Situation

X

Frequent Change of Tasks

X

Irregular Work Schedule/Overtime

X

Performing Multiple Tasks Simultaneously

X

Working Closely with Others as Part of a Team

X

Tedious or Exacting Work

X

Noisy/Distracting Environment

X

Other (Specify Below)

PRIMARY WORK LOCATION:

X

Office Environment

Warehouse

Shop

Recreation/Neighborhood Center

Vehicle

Outdoors

Combination of Office, Vehicle and Field

Other (Specify Below)

The following is a list of employment benefits offered by the Town of Queen Creek to full-time employees. The list is for informational purposes only. It does not create or connote any contractual rights or obligations. Additional details will be provided upon hire and are available in the Town of Queen Creek Employee Handbook.

Major Benefits for Full-Time Employees

(Employees choose the benefits that best meet their needs.)

• Health Insurance
• Dental Insurance
• Vision Insurance
• Pre-tax unreimbursed medical and dependent care flexible spending accounts
• Arizona State Retirement System membership
• Short-term and Long-term disability insurance for the employee
• Town-paid basic life insurance
• Optional employee-paid employee and dependent supplemental life insurance
• Commuter life insurance for business travel and travel to and from work
• Deferred compensation plan (457) with employer match
• Retirement Health Savings Account
• Optional enrollment in Identity Protection Program
• Paid holidays, plus one floating holiday annually
• Vacation leave hours annually
• Four weeks of Paid Parental Leave
• Optional income replacement insurance
• Workers compensation insurance
• Employee assistance program; offers confidential individual/family, marriage, legal and financial counseling
• Training opportunities and continuing education opportunities, including tuition reimbursement for pre-approved programs
• Direct deposit of paychecks
• Wellness Programs with incentives

01

Each applicant must complete the supplemental questionnaire as part of the application screening and selection process. The information you provide will be reviewed and used to determine your eligibility to move forward in the selection process. When answering supplemental questions, the information you provide must be substantiated within the application. Incomplete responses, false statements, omissions, or partial information may result in disqualification from the selection process. Do you agree to answer each supplemental question truthfully and that your responses can be verified from information included within the application?

• Yes
• No

02

Please indicate which level you believe you qualify for. As a reminder: HR Analyst requires a Bachelor's Degree in Public or Business Administration, Business, Human Resources, Psychology, or a related field and 3 years of related experience; or an equivalent combination of directly related education and experience. Senior HR Analyst requires a Bachelor's Degree from an accredited college or university in Public or Business Administration, Business, Human Resources, Psychology, or a related field and 5 years of related experience; or an equivalent combination of directly related education and experience.

• HR Analyst
• Senior HR Analyst

03

Please select your highest level of completed education:

• High School Diploma or GED
• Some college
• Associate Degree
• Bachelors Degree
• Masters Degree or Graduate Program
• Other

04

List your major (and minor, if applicable) for your response to the previous question. If you checked Masters Degree or higher, please list your major (and minor, if applicable) for all post-secondary degrees you possess. If none, write "N/A".

05

Select which most accurately describes your professional level experience in human resources:

• None
• Less than 3 years
• 3 to 5 years
• 5 years or more

06

Do you have professional level human resources experience in the public sector?

• Yes
• No

07

If you answered "yes" to the previous question, please provide a brief summary of your professional level human resources experience in the public sector. If none, write "N/A".

08

Based on your experience, please check any of the following functional areas of HR that you have at least two (2) years of direct hands-on experience doing as a Human Resources professional:

• Benefits Administration
• Classification
• Compensation
• Compliance/Legal
• Conflict
• Disciplinary process
• Employee Relations
• HRIS Management
• Investigations
• Labor Relations/Labor Negotiations
• Learning & Organizational Development
• Leave Administration
• Onboarding/Orientation
• Performance
• Presentations/Public Speaking
• Recruitment (full cycle)
• Risk Management
• Talent & Succession Planning
• Training (providing training on a variety of topics)
• Wellness Program
• Workers Compensation/Industrial injury

09

Please list which HR Information Systems (HRIS) and other HR-related software you have direct experience using. If no experience, write "N/A".

10

Please list all applicable HR-related certifications or designations (SHRM-CP, SHRM-SCP, PHR, SPHR, PSHRA-CP, etc.) that you currently possess. If none, write "N/A".

11

Briefly tell us why you are interested in working in the public sector and specifically for the Town of Queen Creek.

Required Question

Employer Town of Queen Creek

Address 22358 S.Ellsworth Rd

Queen Creek, Arizona, 85142

Phone (480) 358-3204

Website http://www.queencreekaz.gov/Jobs