Human Resources Modernization
The modernization of human resources functions will update processes and align complex activities with regulatory requirements and best practices to create a consistent HR experience across colleges and divisions. Review progress of individual modernization priorities.
In a modernized model, every college and division has the holistic strategic support of an assigned Human Resources team composed of HR subject matter experts.
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- HR generalists, led by a Senior HR Partner, will provide strategic guidance and systems support for the college or division.
- Other HR subject matter experts, including recruiters, leave specialists, compensation analysts, benefit specialists, and more will provide topic-specific direction, intelligence and tools.
Modernized HR Categories of Support
Benefits
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Navigating our comprehensive benefits package and university retirement
Wellness
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Services and resources to support employee total health
Advising
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Guidance on policy and process or addressing individual concerns
Employee Records
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Employment verification requests and documentation support
Compensation
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Market-informed career architecture and annual cycle activities
Talent Acquisition
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Comprehensive talent planning and recruitment strategy
HR Systems
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Human capital management system integrity
Strategic Guidance
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Workforce planning support, change management, culture and more
Learning and Development
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Employee and leader programs, opportunities and guidance
Leaves
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Compliant and confidential leaves management
Project Goals Summary
Past State: Transactional and Siloed HR
- Inconsistent
- Varying HR processes and procedures across colleges/divisions
- Inconsistent oversight of HR functions across colleges/divisions
- Differences in HR professional service coverage across colleges/divisions
- Inefficient HR processes, procedures and decision making
Disadvantages
- Higher risk and liability exposure
- Errors and rework
- Longer processing times
- Incongruent job responsibilities and increased workload
- Limited accountability for HR processes
- Unclear career paths for HR professionals
Goal State: Modernized HR
- Unified
- Consistency of HR processes and procedures across colleges/divisions
- Accountability across all HR functions
- All colleges/divisions have fully staffed, HR professional service coverage based on their size and needs.
- Establishing positive culture and workplace climate
- Managing employee experience throughout career with the university
- Equipping supervisors to best do their jobs
- Streamlined HR processes, procedures and decision making
Advantages
- Lower risk and liability exposure
- Increased efficiencies in use of HR systems
- Improved processing times
- Continuity of HR operations and services
- Clear career paths for HR professionals
- Better employee experiences
Phases of HR Modernization
Phase | Initiatives | Milestones |
|---|---|---|
Phase 1: Realign Jan. 29-March 4, 2024 | Integrate Human Resources Professionals Address Organizational Needs Maintain Continuity of Current Processes | Feb. 5-28, 2024 Senior HR Partners will notify employees serving in HR roles and their direct supervisors about their new reporting line to the Division of Human Resources. By March 4, 2024 Reporting lines and the home department for HR professionals will officially move to the Division of Human Resources. Colleges and divisions currently without an HR support team will be contacted by their Senior HR Partner and introduced to their support team. |
Phase 2: Refine March 4-June 30, 2024 | Onboard Identify Localized Processes Implement Talent Acquisition Model Establish Leaves Management System | March 4-29, 2024 Orientation and training for those newly integrated into the Division of Human Resources. June 30, 2024 Establish leaves management. Refine practices for Talent job postings and UAccess transactions. Create a road map to unify HR processes and assignments. |
Phase 3: Recalibrate July 1, 2024-June 30, 2025 | Evaluate Talent Fully Integrate Processes Internal Human Resources Assessment | Dec. 23, 2024 Finalize career architecture and mapping of HR positions. March 4, 2025 Engage in continuous improvement process conversations with colleges and divisions. June 30, 2025 Incorporate feedback and finalize updates to HR processes, procedures and decision making. Share transformation progress with colleges and divisions. |
Continued Recalibration July 1, 2025-Beyond | New - March 14, 2025 Based on internal discovery processes from previous phases, in addition to business environmental factors, the initiatives in Phase 3: Recalibrate will extend beyond June 30, 2025, to allow the project to responsibly address the following: HR staffing alignment College and division needs adaptation Business environment navigation Technology capacity accommodation | Same as phase 3. |
Frequently Asked Questions
HR teams will be strategic partners for leadership and employees within colleges and divisions, guiding them across a spectrum of human resource expertise and best-practices:
- Talent acquisition
- Compensation
- Performance management
- Organizational climate and culture
- Employee engagement
- Strategic workforce planning
- Change management
- Leaves of absence management
- HR policies and procedures
- Employee data management
- Benefits and employee wellness
- Retirement
Review current progress of individual modernization activities.
Goals of a modernized management system for employee leaves of absence include:
Dedicated Leaves Management
Human Resources will serve as the contact for employees requesting leaves of absence.
Automate Employee Leave Requests
Employees will request leaves of absence in UAccess Employee. Human Resources will electronically route and store Family & Medical Leave paperwork.
Manage Leave Processes from Start to End
Human Resources will determine eligibility, manage deadlines, ensure leave tracking and conduct employee follow-up.
Ensure Compliance with Regulations
Human Resources will monitor and ensure compliance with federal and state leave laws.
Review current progress of individual modernization activities.
Goals of a modernized talent acquisition system include:
Dedicated Talent Systems Operations
The HR support teams will create and manage all position postings, which will reduce duplicate review of talent acquisition transactions and approval wait time for postings and offer letters.
Establish Talent Acquisition Advisers
Talent acquisition advisers will provide strategic guidance on recruitment strategy, applicant management, and use of the application tracking system.
Enhance Compliance
Human Resources will monitor and ensure compliance with federal and state employment laws (e.g., Equal Employment Opportunity, requirements as a federally contracted institution, and other regulatory requirements).
Strengthen Communication with Applicants
Talent acquisition advisers will work closely with HR support teams and hiring managers to promote timely communication of applicant statuses and search progress.
Review current progress of individual modernization activities.
The current modernization process was launched with the integration of university HR professionals into the Division of Human Resources as part the university's financial action plan. However, it is a successor of a partnership project that had been in the works over the past few years between Human Resources and some colleges and divisions.
HR modernization aims to reduce university costs through standardizing practices, increasing efficiency, and eliminating rework.
Modernization will:
- Provide a more consistent experience university-wide.
- Streamline decision-making.
- Enhance knowledge-sharing among HR teams and to colleges and divisions.
- Mitigate institutional risks.
- Optimize procurement practices.
Review current progress of individual modernization activities.
Benefits Overview
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Quick Downloads:
2026: 2026 Benefits Guide (PDF) | 2026 Benefits Summary (PDF)
Attend a virtual Benefits Orientation session to learn more about your benefits.
Contact Insurance Carriers
Connect with individual insurance carriers' and other providers' customer service departments.
About Dependents
Learn who you can insure as a dependent, how to add or remove dependents, and when you can make changes.
About Beneficiaries
Learn more about choosing a beneficiary, a straightforward method for transferring assets, ensuring your loved ones are provided for after you pass away, and giving you peace of mind.
The University of Arizona proudly offers the following comprehensive benefits package for university employees.
Health Plans
The university pays an average of 88% of medical premiums. You can choose from multiple health plan options (medical, dental, vision, and flexible spending accounts), including coverage for domestic partners and their families.
Note: Employees wishing to enroll a domestic partner should choose the domestic partner plans.
Medical Plans
The Arizona Department of Administration provides medical insurance to state employees, including University of Arizona employees and their legal dependents. Review the information below carefully for details on your options.
Dental & Vision Plans
The Arizona Department of Administration provides medical, dental, vision, and disability insurance to state employees, including University of Arizona employees and their legal dependents.
Domestic Partner Plans
The State of Arizona does not offer benefits to the domestic partners of employees. However, the University of Arizona offers medical, dental, and vision insurance, dependent life insurance, and Domestic Partner Tuition Remission (at the University of Arizona only) to these families.
Patient Protection and Affordable Care Act (ACA): This comprehensive health-care reform law aims to expand Americans' access to affordable health-care insurance. Learn more about how ACA impacts U of A employees.
Life & Disability Insurance Plans
Life Insurance
The university provides $15,000 of term life insurance at no cost. Enrollment in long-term disability insurance is automatic and mandatory as part of your retirement plan
Short- and Long-Term Disability Insurance
Enrollment in long-term disability insurance is automatic and mandatory as part of your retirement plan. Enrollment in short-term disability insurance is voluntary, and premiums are fully employee-paid.
Educational Benefits
Qualified Tuition Reduction (QTR) is a benefit that allows full-benefits eligible employees, retirees, their spouses, dependents, and certain affiliates to take courses at substantially reduced tuition rates at any of the three Arizona public Universities: the University of Arizona (including Global Campus), Arizona State University, and Northern Arizona University. Employees receive additional assistance for graduate courses. There is also a separate program for qualified domestic partners and dependents.
Work/Life Benefits
A fulfilling career is only one part of a fulfilling life. Discover resources, tools, and education that support your well-being in several areas.
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Frequently Asked Questions
Visit UAccess Employee and select Employee/Manager Self-Service. Make sure you are on the U of A Employee Main Homepage.
- To view your benefits, click the University Benefits tile.
- To view your paycheck, click the Payroll and Compensation.
15-MINUTE PAYROLL TRAINING
Want more guidance? Take this 15-minute training to walk through how to view and model your paycheck, enroll in direct deposit, choose how you receive your W-2 forms, adjust tax forms and more.
The university cannot supply insurance cards and does not have member information. You need to contact your insurance company directly. Often, you can download a temporary card from the vendor's website. Visit our Contacts page to find vendors' websites, phone numbers, and policy numbers.
If you are employed at the University of Arizona within 30 days of separating from benefits-eligible employment at another Arizona public university or an Arizona state agency, your current benefits continue and you cannot make new elections. You may request reinstatement of your sick leave balance.
To request an agency transfer, please get in touch with Human Resources promptly after your hire date, at 520-621-3660 or hrsolutions@arizona.edu.
Learn more: Employment Change within the Arizona State System Affects Benefits (PDF)
The university is pleased to offer a comprehensive package to postdoctoral scholars that includes all benefits except a mandatory retirement plan. Learn more about benefits options for postdoctoral scholars.
Please review the How Job Change or Separation Affects Your Benefits webpage for detailed information.
Legal Notices
Flexible Spending Accounts
A flexible spending account (FSA) allows you to set aside money pre-tax to use for qualified medical expenses, childcare, or adult and older adult care.
How FSAs Work
FSAs allow you to save money by reducing your taxable income. You set aside pre-tax money into the fund. When you incur a qualifying expense, you get reimbursed from the fund. You do not count the reimbursed money as income.
Watch this Introduction to FSAs video
How To Participate
You must enroll each calendar year during the benefits open enrollment period to participate. You select an amount to put into your FSAs for the coming year. The amount you choose will be deducted equally over the course of 24 paychecks throughout the calendar year.
When you incur a qualifying expense, you submit a claim to the plan administrator, ASIFlex, who will issue you a check or direct deposit reimbursement. (A debit card is also available for the Health Care FSA.)
FSA Options
Are you curious about the different health savings account options? Review this comparison chart to make the best decision for you.
Health Care FSA
Co-pays | Deductibles | Medical, dental and vision expenses | Over-the-counter drugs | Illness-related transportation
Annual contribution max: $3,300/participant
Year-to-year rollover: $660 max.
Deadline to submit claims: April 30 of the following year
Optional debit card: Use the debit card to pay directly for eligible expenses. Learn more about debit cards.
Note: Enrollees in the High Deductible Health Plan with Health Savings Account may not enroll in the full Health Care FSA, but may enroll instead in the Limited Health Care FSA. The Limited Health Care FSA covers expenses related to dental, vision or out-of-network preventive care services.
Dependent Care FSA*
Childcare | Babysitters** | Nannies | Day camps | Elder care
Annual contribution max: $7,500/household ($3,750 for married, filing separately); this total also includes monies reimbursed or subsidized through the Childcare Choice Employee program and the Back-Up Care program, so please plan accordingly.
Year-to-year rollover: 2.5-month grace period (contributions in a calendar year can be applied to expenses incurred through March 15 of the following year).
Deadline to submit claims: April 30 of the following year
Who is a dependent? (See full definition in the appendix):
- A child under the age of 13;
- A family member or adult who is unable to care for themselves, shares your residence and meets income requirements
* Expenses must be incurred to enable you and your spouse to attend work or school.
** Babysitting cannot be reimbursed if provided by your spouse or one of your own dependent children.
Non-discrimination disclaimer
FSA plans undergo required IRS non-discrimination testing to ensure that highly compensated individuals are not disproportionately advantaged. If the university’s plans were not to meet the non-discrimination guardrails throughout a calendar year, households with a household income of more than $150,000 may be required to reduce FSA contributions.
FSA plans undergo required IRS non-discrimination testing to ensure that highly compensated individuals are not disproportionately advantaged. If the university’s plans were not to meet the non-discrimination guardrails throughout a calendar year, households with a household income of more than $150,000 may be required to reduce FSA contributions.
Choosing Your Contribution Amount
When you enroll in an FSA, you must elect an amount to withhold for the plan year. This amount is based on your estimate of your family's annual health and/or dependent-care expenses.
The amount you withhold is "use it or lose it." To avoid losing unused funds at the end of the year, we recommend making conservative estimates of your expenses. The Dependent Care FSA has a grace period, allowing you to claim expenses incurred through March 15 of the following year. The Health Care FSA allows some rollover from one year to the next, but the amount is capped. The Dependent Care FSA has no rollover.
How To Change Your Contribution Amount
You may only change your elected contribution amount in the following situations.
Open Enrollment: Usually occurs in October and November
Qualifying Life Event*:
- Change in family (marriage, birth, etc.)
- Change in employment status
- Change in dependent eligibility
All qualifying life events are listed on the Change Form (PDF).
*You must request changes within 31 days of the event.
Note for Dependent Care FSA participants who participate in the Childcare Choice Program: Beginning January 2027, Childcare Choice is moving to a calendar-year schedule. This means you'll have available funding for July–December 2026 (final fiscal year) and January–December 2027 (first calendar year) close together—possibly giving you approximately $1,000 extra in late 2026. Consider this additional funding when electing your 2026 Dependent Care FSA to avoid overcontributing. The new $7,500 limit, combined with your control over reimbursement timing, provides flexibility to manage the transition.
How To Submit Claims
Our FSA plan administrator: ASIFlex
asiflex.com | 800-659-3035 | asi@asiflex.com
How To Submit Claims
- ASIFlex website
- ASIFlex mobile app (Google Play or App Store)
- By mailing or faxing the claim form (PDF)
- By recurring direct pay (Dependent care FSA only)
Appendix: Plan Documents and Definitions
- Participant Plan Information (PDF)
- Describes plan provisions as well as qualifying and non-qualifying expenses
- IRS Publication 502 (PDF)
- Filing for medical and dental expenses
- IRS Publication 503 (PDF)
- Filing for childcare and dependent-care expenses
Forms
For purposes of claiming expenses under the FSA Dependent Care plan, a qualifying person must be:
- Your dependent child who was (a) under age 13 when the care was provided, (b) for whom you have custody more than 50% of the year, and (c) whom you can claim as an exemption on your federal income tax return; or
- Your dependent (child older than age 13, spouse, parent, or other adult for whom you have custodial responsibility) who (a) is physically or mentally unable to care for himself or herself, (b) shares the same residence with you, and (c) has an income less than the federal exemption amount.