HUMAN RESOURCES BUSINESS PARTNER
$85.49k - $128.25kGovernmentJobs.com
Human Resources Business Partner - City of Buckeye
Job posting graphic for Human Resources Business Partner at the City of Buckeye. Select the link above for the full accessible text version of this posting.
Salary: $85,488.00 - $128,252.80 Annually
Location: City Hall: 530 E. Monroe Avenue Buckeye, AZ
Job Type: Full-Time, Regular
Job Number: 1965
Department: Human Resources
Opening Date: 08/12/2026
Closing Date: 8/21/2026 at 11:59 PM Mountain Time (US & Canada)
Job Description
Accessible Text Version - Human Resources Business Partner - City of Buckeye
City benefit plans are subject to change at any time.
01 What is the highest level of education you have completed?
- High School Diploma
- Associate's Degree
- Bachelor's Degree
- Master's Degree
- Doctorate or JD
02 How many years of relevant Human Resources experience do you possess?
- 1 to 3 years
- 3 to 5 years
- 5 to 7 years
- 7 to 9 years
- 9 years or more
03 Do you possess a degree in any of the following? (Check all that apply)
- Human Resources
- Business Administration
- Public Administration
04 Do you possess a PHR/SPHR, SHRM-CP/SCP or an IPMA-HR SCP certification?
- Yes
- No
05 Do you possess experience with NeoGov or HRIS implementation, specifically Tyler/Munis, if so, please describe.
06 Do you possess Human Resources experience within local government, if so, please describe.
07 Please share how many years of strategic Human Resources Business Partner experience you possess and share the areas within HR you supported.
08 Please describe your experience developing and executing workforce plans that address talent acquisition, retention, succession planning, organizational effectiveness, and future workforce needs.
09 Do you possess recent employee relations experience and if so, please share how many years of employee relations experience you possess.
10 How many employee relation investigations have you led during your career and how complex where they?
11 Please share your experience using workforce metrics and data to influence leadership decisions.
12 Please describe your experience with Classification and Compensation.
* Required Question
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