Director of Talent | Human Resources

Our present and future success depends on the creative and dedicated people of our company who demonstrate the principles outlined in the APS Promise : Design for Tomorrow, Empower Each Other and Succeed Together.

Please read the following job description thoroughly to ensure you are the right fit for this role before applying.

Summary

Director of Talent Human Resources

The Director of Talent Acquisition and Corporate Learning & Development oversees and directs the Talent Acquisition, Learning & Development, and Culture and Inclusion functions for our non-nuclear business units.

What your day would be like :

You are responsible for :

Responsible for the design, development and ongoing management of Talent, Learning and Inclusion strategies and initiatives in the areas of sourcing and recruitment, employment branding, employment pipeline strategies, leadership development, corporate learning, culture and inclusion.

The kinds of people we want to talk to have done many of the following :

• Proven expertise and demonstrated results in developing and implementing programs in the areas of culture and inclusion, organizational effectiveness, leadership development, learning, and employee recruitment.
• Proven ability to develop and manage high performing teams.
• Demonstrated success in building partnerships / networks and enhancing ongoing relationships with clients / customers stretching across business areas.
• Proven ability to influence senior leadership and manage competing priorities simultaneously.
• Current working knowledge of applicable state and federal laws and regulatory requirements.
• Excellent verbal and written communication, project management, and influencing skills.

Minimum Requirements

• Bachelor's degree in Human Resources, Management, Psychology, Business or other job-related field from an accredited college or university
• PLUS ten (10) years Human Resources experience,
• Including five (5) years' experience in talent acquisition and / or learning & development.
• PLUS Five (5) years' of relevant leadership experience.
• Master's degree in Human Resources, Organizational Development, Business or related field preferred.
• SPHR / PHR certification preferred .
• Strategic experience in both talent acquisition and learning & development preferred

Major Accountabilities

1) Understands the business goals and strategic integration points; determines enterprise-wide and BU-specific talent acquisition, talent development and learning needs necessary to support those business goals, both now and in the future;

develops, communicates and successfully executes programs to address those needs.

2) Provides oversight to ensure that all leadership development programs are managed effectively and measures up to competitive benchmarks or targeted metrics.

Ensures programs are streamlined, efficient, user friendly and effectively meet business needs. Partners with HR colleagues to ensure programs are executed seamlessly.

Assesses effectiveness and looks for ways to continually improve and enhance programs.

3) Responsible for the development and monitoring of culture and inclusion programs. Work closely with Executive Leadership to develop and execute a strategic plan in core areas of oversight.

4) Defines, implements, and tracks key operating metrics in order to measure the effectiveness of Talent function.

5) Actively participates as a strategic leader and strong member of the HR Director leadership Team with input, oversight and accountability for the overall HR function within the company.

Partners with other HR functions to ensure HR program integration and coordination in accomplishing business and departmental objectives.

Proactively advocates for continuous improvement in HR programs, policies and procedures. Facilitates teamwork, resolves issues impacting programs and processes, and contributes resources to the implementation of key HR strategies and initiatives.

Ensures that overall service level meets the needs of the client organizations as well as the overall corporate need.

6) Fosters and develops relationships with community-based organizations, schools, colleges, and third-party providers and suppliers in support of building talent pipelines.

7) Develops, monitors and reports on project plans, milestones, and metrics to track progress and effectiveness. Takes follow-up action and communicates as appropriate.

8) Builds and leads a high performing, strategically aligned and business-focused team through effective talent selection, coaching, performance management, and team development.

9) Develops and manages the department's operating budget, and initiates actions in cases of deviations.

Export Compliance / EEO Statement

This position may require access to and / or use of information subject to control under the Department of Energy's Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, 'U.

S. Export Control Laws'). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S.

Citizen, a U.S. Lawful Permanent Resident (i.e. 'Green Card Holder'), a Political Asylee, or a Refugee under the U.S. Export Control Laws.

All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.

S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors.

For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person.

Pinnacle West Capital Corporation and its subsidiaries and affiliates ('Pinnacle West') maintain a continuing policy of nondiscrimination in employment.

It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations.

This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law.

For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster.

View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA).

Arizona Public Service is a smoke free workplace.

FlexRole :

This position is not required to be performed at a specific APS facility as long as adequate technology and a solid ergonomic set up are present.

Pending agreement with leadership, employees hired into this role will be able to choose where they prefer to perform their work, but the ultimate decision is the company's.

Employees will have two options to choose from :

• APS office based : The employee prefers to work most of the time from an APS facility.
• Home based : The employee prefers to work most of the time from his / her home.
• Employees in Flex roles are required to reside in Arizona (or NM for Four Corners-based employees). Role types are subject to change based on business need.

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