David Barney

• Strategic Classification and Compensation: Provide expert guidance to leadership on classification actions, ensuring position descriptions are aligned with organizational needs and the State of Arizona’s classification system. Lead salary analysis and offer strategic recommendations to management, ensuring internal equity, adherence to compensation policies, and timely execution of salary actions, such as changes, spot incentives, and other related adjustments.
• Comprehensive Leave and Benefits Management: Act as a key advisor for both management and employees on FMLA, ADA, and workers’ compensation claims, ensuring policies are applied consistently and in compliance with regulations. Manage the full scope of benefits administration, including new enrollments, life events, open enrollment, and ongoing employee benefits support, ensuring seamless delivery of services and policy adherence.
• Performance Management and Employee Development: Partner with leadership to design and implement performance management systems, including the facilitation of performance appraisals. Lead training and development initiatives such as New Employee/Supervisor Orientation, recruitment training, and policy-related education to foster employee growth and enhance organizational performance.
• Policy Interpretation and Compliance: Collaborate with the HR Director to interpret complex HR policies, providing clarity and ensuring consistent application across the organization. Conduct regular policy reviews and proactively communicate policy updates to employees, ensuring compliance with state, federal, and internal regulations.
• Talent Acquisition and Recruitment Support: Support recruitment efforts by partnering with leadership on the creation of job announcements, screening applications, and developing assessment tools. Facilitate the interview process, including panel training, interview monitoring, and ensuring compliance with recruitment guidelines. Oversee the verification of employment and motor vehicle records to ensure a smooth selection process.
• HRIS Management and Data Analysis: Oversee HRIS system data management, including data entry, reporting, and performance measurement. Customize reports for various HR metrics and identify discrepancies to ensure accuracy. Utilize data insights to drive informed decision-making, optimize HR practices, and align HR initiatives with broader organizational goals.

Human Resource Business Partner Skills:

• Leave and Benefits Administration: Administer all aspects of employee leave, including medical and non-medical leaves (FMLA, non-FMLA, LWOP, and military leave), ensuring compliance with federal and state laws, agency policies, and regulations. Provide guidance to employees and managers on leave policies, eligibility, and required documentation, including FMLA certifications and recertifications. Collaborate with supervisors to ensure accurate timekeeping and maintain records on employees on leave.
• Employee Relations and Accommodations: Educate and advise management and employees on reasonable accommodation requests, short-term and long-term disability, and other personnel-related matters. Assist with employee relations investigations by conducting interviews, preparing reports, and making recommendations for resolution.
• Benefits Guidance and Compliance: Serve as the Benefits Liaison, providing direction on benefits offerings, premiums, and changes. Ensure compliance with benefit policies through timely correspondence and submission of appropriate documents for both the agency and employees.
• Data Management and Reporting: Maintain and manage accurate records related to employee leave, benefits, and related personnel matters, ensuring timely data entry and adherence to policies. Prepare and submit necessary documentation for billing, and monitor compliance with benefits and leave-related regulations.
• Workers’ Compensation and Return-to-Work Coordination: Partner with the Risk Manager to coordinate restricted duty requests and facilitate the return-to-work process for employees on workers' compensation leave, ensuring smooth transitions and compliance with applicable regulations.

• Provided strategic HR guidance to management, ensuring alignment of HR initiatives with business goals.
• Managed full-cycle HR functions, including recruitment, onboarding, employee relations, compliance, and performance management.
• Served as a liaison between leadership and employees, handling dispute resolution, disciplinary actions, and employee relations to foster a positive workplace.
• Developed and implemented HR policies, training programs, and employee engagement initiatives, including new hire orientation and leadership development.
• Ensured compliance with company policies, labor laws, and health and safety regulations through audits and proactive risk management.
• Led workforce planning efforts by recruiting and staffing positions in a timely manner while maintaining optimal vacancy rates.
• Investigated and resolved employee complaints, including claims of harassment, discrimination, and policy violations, ensuring fair and consistent outcomes.
• Managed compensation, payroll, benefits administration, and performance evaluation processes to support employee retention and motivation.
• Maintained HRIS, personnel records, and reporting systems to facilitate data-driven decision-making.
• Assisted in developing and executing Affirmative Action and DEI initiatives to promote an inclusive work environment.

• Provided strategic HR guidance to management, ensuring alignment of HR initiatives with business goals.
• Managed full-cycle HR functions, including recruitment, onboarding, employee relations, compliance, and performance management.
• Served as a liaison between leadership and employees, handling dispute resolution, disciplinary actions, and employee relations to foster a positive workplace.
• Developed and implemented HR policies, training programs, and employee engagement initiatives, including new hire orientation and leadership development.
• Ensured compliance with company policies, labor laws, and health and safety regulations through audits and proactive risk management.
• Led workforce planning efforts by recruiting and staffing positions in a timely manner while maintaining optimal vacancy rates.
• Investigated and resolved employee complaints, including claims of harassment, discrimination, and policy violations, ensuring fair and consistent outcomes.
• Managed compensation, payroll, benefits administration, and performance evaluation processes to support employee retention and motivation.
• Maintained HRIS, personnel records, and reporting systems to facilitate data-driven decision-making.
• Assisted in developing and executing Affirmative Action and DEI initiatives to promote an inclusive work environment.

• Provided expert guidance to employees, managers, retirees, and HRBPs on HR policies, benefits, payroll, and leave management, ensuring compliance and effective issue resolution.
• Maintained accurate employee records in PeopleSoft, managed FMLA/LOA processes, and delivered technical support for HR applications via email, chat, and phone.
• Led employee engagement and retention initiatives by administering benefits programs, including New Enrollments, Open Enrollments, COBRA, Life Insurance, Retirement Benefits, and STD.
• Developed and conducted training sessions to enhance understanding of benefits, policies, and HR procedures, fostering a well-informed workforce.
• Championed cross-functional collaboration and knowledge-sharing as an active member of an Associate Resource Group, promoting employee engagement and professional development.