Summary

The Manager of Human Resources (HR) is responsible for the performance and results of the HR Business Partner and Employee Relations functions. Manages the delivery of core Human Resources services and consultation to leaders and employees including policy and procedure interpretation, employee development, performance management, compensation administration, organization design and planning, problem/grievance resolution, change management and union avoidance. Partners with leaders to support the achievement of business plans and objectives.

Minimum Requirements

A four-year Bachelor's degree in Human Resources, Management, Psychology, Business or other job-related field from an accredited college or university plus eight (8) years broad-based HR experience, including experience in an HR Business Partner role with proven expertise in HR consulting, organization effectiveness, organization design, talent management, employee relations, change management and/or workforce planning.
Three (3) years' experience in leadership role involving the planning, organizing, directing and evaluating the work and performance of subordinates.

In lieu of bachelor's degree, combination of college coursework and/or experience equaling 12 years' broad-based HR experience, including experience in an HR Business Partner role with proven expertise in HR consulting, organization effectiveness, organization design, talent management, employee relations, change management and/or workforce planning.

Knowledge of many HR functional areas due to the broad range of potential HR issues that may arise with customers.

Proven ability to influence leaders and manage competing priorities simultaneously.

Current working knowledge of labor and employment-related local, state and federal laws and regulations including:

NLRA, FLSA, FMLA, HIPAA and ADA.

Preferred Special Skills, Knowledge or Qualifications:

SPHR/PHR certification.

Nuclear requirement: Any PVNGS employee may be called upon to serve as a member of the Emergency Response

Organization (ERO) and will be expected to fulfill their obligation as an ERO member.

Any PVNGS employee may be called upon to support a refueling or short-notice outage.

This includes line roles and responsibilities as necessary to execute outage activities.

These are a condition of employment at PVNGS.

Major Accountabilities

1) Partners and consults with business leaders, HR functional subject matter experts, Compliance, Safety, Security, Health Services and Legal to influence, implement and monitor short-term and long-term strategies for driving business results and in creating a high performance culture. Provides consultation services to support business initiatives and strategy development and to increase organizational efficiency and effectiveness.

2) Executes HR strategies in support of business plan goals in the areas of performance management, employee development, compensation administration, employee and labor relations and organizational development. Ensures Business Unit compliance with appropriate federal and state regulations (i.e. FMLA, FLSA, ADA, EEO, etc.).

3) Leads the day-to-day customer response to human resources issues. Provides coaching and counsel to business leaders on a broad range of employee relations issues. Develops methods and systems to measure HR actions and results in each area of responsibility. Benchmarks industry best practices to achieve continuous process improvement.

4) Leads the process to identify and report trends regarding employee issues and develops comprehensive plans to mitigate risk to the business. Researches, creates, updates and maintains Employee Relations policies.

5) Partners with HR Centers of Expertise (Rewards, Talent Development, Labor Relations) to ensure the effective delivery of HR support and services to the business. Facilitates and influences the change management process for program integration and implementation into the business by anticipating and resolving issues, and by contributing resources and expertise in the implementation of key HR strategies and initiatives.

6) Builds a high performing team by creating an atmosphere of teamwork and development within the HR Business Partner group. Provides the team with effective leadership, guidance, coaching, communication and development.

7) Recommends development of department operating budget. Monitors spending for adherence to budget. Plans, develops and recommends plans to address variances.

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.