Description
The first review of applications will be on November 16, 2026. The posting may close at any time after the first review.
JOB CLASSIFICATION SUMMARY
Positions assigned to this class are responsible for managing the Town’s employee benefits, leave management, and workers’ compensation programs. Responsibilities include program administration, vendor relations, compliance, and reporting. This position leads the Benefit Division, providing technical expertise and strategic recommendations to support employee well-being, regulatory compliance, and the Town’s workforce objectives.
DISTINGUISHING CHARACTERISTICS
This is an advanced-level professional classification in the human resources job family responsible for managing benefits, leaves, and workers’ compensation programs. Incumbents apply advanced technical knowledge, analytical skills, and independent judgment to oversee programs, evaluate market competitiveness, ensure compliance, and recommend improvements. The position is distinguished by its leadership of the Benefit Division and responsibility for program effectiveness, financial analysis, vendor management, and continuous improvement in alignment with organizational priorities.Examples of Duties
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.
- Oversees the Town’s employee benefits strategy and administration, including health, dental, vision, life, disability, retirement, and wellness programs; ensures accurate and timely processing of enrollments, changes, and terminations.
- Leads annual open enrollment, including plan evaluation, vendor coordination, employee communications, system configuration, and collaboration with HR and Payroll to ensure effective implementation.
- Manages benefits vendor, carrier, broker, and consultant relationships; monitors performance, resolves complex issues, and ensures effective service delivery and accurate billing.
- Oversees the Town’s leave and absence management programs, ensuring consistent administration, appropriate documentation, and compliance with applicable federal, state, and local requirements.
- Manages the Town’s Workers’ Compensation program, including claims administration, reporting, compliance, stakeholder coordination, and risk mitigation strategies.
- Oversees employee wellness initiatives and evaluates participation, effectiveness, and opportunities to improve employee health and well-being.
- Ensures compliance across benefits, leave, workers’ compensation, and wellness programs with applicable laws, regulations, policies, and plan requirements; coordinates required reporting, audits, and corrective actions.
- Assists with annual compensation planning and supports the development and maintenance of the Town’s compensation strategy, salary structures, job architecture, and compensation framework to promote market competitiveness, internal equity, and consistency.
- Assists with compensation market research, benchmarking, salary surveys, and analyses; evaluates market trends, pay relationships, compression, and other factors to develop recommendations supporting competitive and equitable compensation practices.
- Develops financial analyses, cost projections, and expenditure assessments to support benefits and compensation budgeting, workforce planning, salary adjustments, and program decisions.
- Oversees the accuracy, integrity, and maintenance of benefits, leave, and compensation data within HR systems; develops reports, metrics, and dashboards to evaluate program utilization, expenditures, trends, and performance.
- Analyzes program data, employee feedback, market information, and outcomes to identify trends and recommend improvements to program effectiveness, competitiveness, compliance, employee experience, and operational efficiency.
- Leads program enhancements, system improvements, process automation, and cross-functional initiatives to strengthen administration, data integrity, compliance, and service delivery.
- Develops, maintains, and interprets policies, procedures, guidelines, and program documentation; recommends updates based on organizational needs, regulatory changes, and industry practices.
- Provides technical guidance, consultation, and training to employees, supervisors, department leadership, and HR team members regarding benefits, leave, compensation, and related policies and procedures.
- Interprets and applies Town policies and program requirements and advises HR leadership on complex benefits, leave, workers’ compensation, and compensation matters.
- Chairs and/or participates in Town committees, workgroups, and special projects as assigned.
- Performs related work as assigned.
Typical Qualifications
MINIMUM QUALIFICATIONS (at job entry)
Education and Experience:
Bachelor’s Degree from an accredited college or university in Public or Business Administration, Business, Human Resources, Psychology, or a related field and 7 years of experience in managing a specialized human resources program or area of responsibility related to benefits, leave management, wellness management and/or compensation administration; 3 years of supervisory experience. Master’s Degree 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 Certified Employee Benefits Specialist (CEBS), Certified Benefits Professional (CBP), Certified Compensation Professional (CCP), Professional in Human Resources (PHR or SPHR), Society for Human Resource Management Certified Professional (SHRM-CP or SHRM-SCP), or Public Sector Human Resources Certified Professional (PSRHA-CP or PSHRA-SCP) is preferred.
KNOWLEDGE
- Principles and practices of public-sector human resources management, professional ethics, employee benefits, leave, workers’ compensation, wellness, and compensation administration.
- Applicable federal, state, and local laws, regulations, and compliance requirements, including FMLA, ADA, and the Craig Tiger Act.
- Health insurance plan design, administration, terminology, and regulatory compliance; employee wellness program development and evaluation.
- Arizona public-sector retirement and benefits systems, including ASRS, PSPRS, and defined benefit and defined contribution plans.
- Workers’ compensation claims management, return-to-work programs, and injury prevention strategies.
- Strategic planning, budgeting, project management, statistical analysis, and program evaluation.
- Training methods, customer service principles, and effective communication.
- English grammar, spelling, punctuation, and business writing.
- Standard office equipment, HR information systems, and software applications relevant to assigned responsibilities.
SKILLS
- Perform advanced-level benefit, leave and compensation administration, and various special personnel-related research studies/projects;
- Strategic planning and translating organizational goals into divisional initiatives;
- Maintaining compliance with benefits regulations and filing requirements;
- Identifying problems or needs, involving appropriate stakeholders, and developing viable plans of action to address issues;
- Developing, planning and implementing assigned human resource program(s);
- Maintaining confidentiality and exercising good judgment in handling sensitive information;
- Assessing, analyzing, identifying and implementing solutions to complex problems and drive informed decision-making;
- Training methods, adult learning processes, and diversity concepts and applications;
- Managing divisional budgets and financial resources with accountability and transparency;
- Project management, including technology implementations and program rollouts;
- Composing correspondence;
- Performing research, making independent analysis, and reporting findings;
- Communication and interpersonal skills as applied to interaction with coworkers, supervisor, the general public, and other interested parties sufficient to exchange or convey information and to receive work direction.
Supplemental Information
OVERALL PHYSICAL STRENGTH DEMANDS:
Physical Strength for this classification is indicated below with an “X” XSedentary: 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:
CFORN ContinuouslyFrequentlyOccasionallyRarelyNever 2/3 or more time1/3 to 2/3 of timeUp to 1/3 time< 1 hour per weekNever 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 DemandBrief DescriptionCFORN StandingCommunicating with co-workers, observing work site, observing work duties
X
SittingDesk workX
WalkingTo other departments/offices/office equipment
X
LiftingSupplies, files
X
CarryingSupplies, files
X
Pushing/PullingFile draws, tables and chairs
X
ReachingFor supplies, for files X
HandlingPaperwork X
Fine DexterityComputer keyboard, telephone pad, calculator, calibrating equipmentX
KneelingFiling in lower drawers, retrieving items from lower shelves/ground
X
CrouchingFiling in lower drawers, retrieving items from lower shelves/ground
X
CrawlingUnder equipment
X
BendingFiling in lower drawers, retrieving items from lower shelves/ground
X
TwistingFrom computer to telephone, getting inside vehicles
X
ClimbingStairs, step stool
X
BalancingOn step stool
X
VisionReading, computer screen, drivingX
HearingCommunicating with co-workers and public and on telephone, listening to equipmentX
TalkingCommunicating with co-workers and public and on telephoneX
Foot ControlsDriving
X
Other (Specify)
MACHINES, TOOLS, EQUIPMENT, SOFTWARE AND HARDWARE:
Standard office equipment; vehicle
ENVIRONMENTAL FACTORS:
DWMSN DailySeveral Times Per WeekSeveral Times Per MonthSeasonallyNever Health & Safety FactorsDWMSNHealth & Safety FactorsDWMSN Mechanical Hazards
XRespiratory Hazards
X Chemical Hazards
XExtreme Temperatures
X
Electrical Hazards
XNoise and Vibration
X Fire Hazards
XWetness/Humidity
X Explosives
XPhysical Hazards
X Communicable Diseases
X
Physical Danger or Abuse
X
Other (Specify Below
PROTECTIVE EQUIPMENT REQUIRED:
None
NON-PHYSICAL DEMANDS:
CFORN ContinuouslyFrequentlyOccasionallyRarelyNever 2/3 or more time1/3 to 2/3 of timeUp to 1/3 time< 1 hour per weekNever occurs Description of Non-Physical DemandsCFORN 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:
XOffice Environment
Warehouse
Shop
Recreation/Neighborhood Center
Vehicle
Outdoors
Combination of Office, Vehicle and Field
Other (Specify Below)
Benefits
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
- Worker's 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