Strategic Workforce Planning Consultant | HR & Business Advisory

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Date: Sep 19, 2024

Location: PHOENIX, AZ, US, 85004-3903

Company: APS

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.

Summary

Strategic Workforce Planning Consultant | HR & Business Advisory

As a Strategic Workforce Planning Consultant, you will play a key role in aligning the company's workforce strategies with long-term business objectives. You will lead high-impact projects, programs, and initiatives, delivering expert consultation to HR Business Partners, Recruiters, and business leaders, ensuring that workforce planning is both proactive and strategic.

Key Responsibilities:

• Serve as a trusted advisor to HR and business leaders, providing advanced workforce planning insights and guidance on hiring, retention, job design, and organizational restructuring.

• Develop and refine workforce planning policies and procedures, ensuring alignment with the company’s business strategy and vision.

• Lead strategic initiatives that drive workforce optimization, capacity planning, and capability development across multiple, large-scale business units.

• Use data-driven insights, including business plans, industry trends, and workforce analytics, to provide tailored recommendations and solutions for complex business challenges.

• Collaborate with HR and business leaders to design and implement strategies that prioritize resource allocation and enhance the company’s ability to meet future workforce demands.

  If you excel in strategic consulting and enjoy shaping workforce planning initiatives, this role offers an exciting opportunity to influence the company’s future talent landscape!

Minimum Requirements

Strategic Workforce Planning Consultant | HR & Business Advisory

• Bachelor's degree in a business-related field from an accredited college or university

• PLUS ten (10) years of professional level experience in the design and implementation of strategic workforce planning.

• In lieu of bachelor's degree, combination of college coursework and/or experience in workforce planning design and implementation positions equaling 14 years required.

  Preferred Special Skills, Knowledge or Qualifications

• Ability to effectively consult and negotiate with all levels of management for solutions to complex problems.

• Demonstrated strong analytical skills with the ability to perform independent in-depth analysis.

• Proficient using PC and data base programs (MS Office Excel, Word, PowerPoint, Power BI, and Fabric or similar software).

• Advanced Excel modeling skills (ability to create spreadsheets, graphs, pivot tables, v-look ups).

• Good project management skills.

• High attention to detail and accuracy.

• Vemo experience preferred. Master's degree and/or SWP certification highly preferred.

Major Accountabilities

1) Consults with HR Business Partners, Recruiters, and business unit leadership on strategies relating to job design, hiring, retention, attrition/unique skills risk, and organization restructuring.

2) Develops and implements a workforce planning strategy that is pragmatic and effective and addresses the business future workforce needs, using innovative tools and practices to ensure business unit workforce strategies are aligned with the overall Company objectives.

3) Advises on changes/enhancements to existing processes and policies based on insights of the workforce planning program analytics.

4) Partners with Finance and Corporate Strategy to ensure proper allocation of resources, alignment, and sustainability of strategic workforce plans for the company.

5) Leads projects and initiatives to develop data and programs required for strong workforce planning analytics. Must command the use of predictive analytics that can provide insights to the business unit leadership and drive the strategies related to the workforce plans.

6) Develops and facilitates training sessions on workforce planning.

7) Lead cross-functional projects/teams on strategic workforce initiatives (e.g. organization restructuring, pipeline development, etc.).

8) Leads, coaches, and mentors HR and business-unit leadership.

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).

In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.

Flex Role:

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.