Manager, Talent Acquisition | Human Resources

Manager, Talent Acquisition | Human Resources

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Date : Jan 30, 2025

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

Manager, Talent Acquisition | Human Resources

Are you a strategic leader passionate about attracting top talent and consulting on workforce planning? Join us as a Manager, Talent Acquisition, where you’ll drive recruitment, sourcing, selection, and pipeline strategies for the Pinnacle West family of companies.

In this role, you will :

Develop and execute workforce recruitment and talent acquisition strategies.

Consult with leadership on workforce planning, forecasting, and talent pipeline development.

Ensure compliance with state and federal employment laws and best practices.

Optimize applicant tracking systems to enhance efficiency and hiring outcomes.

Lead and mentor a high-performing team, driving innovation in sourcing and selection.

What we’re looking for :

A leader who is passionate about developing and challenging a healthy team

Proven leadership in talent acquisition strategy and workforce planning.

Strong understanding of employment laws, selection processes, and retention best practices.

Expertise in leveraging applicant tracking systems and recruitment technology.

A results-driven mindset with a passion for attracting and retaining top talent.

Be a driving force behind building a strong, dynamic workforce. Apply today!

Minimum Requirements

Manager, Talent Acquisition | Human Resources

BS in Human Resources Management, Business Management / Administration, Personnel / Industrial Psychology OR related field

PLUS seven (7) years professional experience in Human Resources involving staffing and workforce planning experience; or equivalent combination of education and experience.

Demonstrated success in leading staffing and workforce planning initiatives either in a supervisory role or as a project lead.

Knowledge of basic processes involving sourcing, recruiting, testing, interviewing, and workforce planning.

Working knowledge of state and federal employment laws, Equal Employee Opportunity, and Affirmative Action.

Major Accountabilities

Develop strategic initiatives to address needs in the entire workforce planning cycle from recruitment to replacement in order to assure a quality, diverse workforce prepared to meet the needs of the various Pinnacle West businesses. Ensure proper integration of all Staffing / Workforce Planning functions with line organizations, HR organization and other shared services organizations.

Oversee and accomplish results through other Human Resource leaders of all internal and external staffing functions involving job posting, advertising, sourcing, college recruiting, job fairs, pre-interview screening, interviewing, testing / assessment, employment offers, pre-employment screening, induction / orientation. Ensure compliance with all state and federal employment laws related to employment and employee selection. Maintain complete and thorough documentation to support compliance.

Oversee consulting services to leaders and Human Resources representatives on employee / candidate testing and selection process ensuring compliance with all state and federal employment laws related to testing and assessment services. Ensure company is compliant with all testing contracts in maintaining confidentiality and test integrity.

Provide strategic leadership to the Staffing team and field recruiters reporting to other business units. Facilitate teamwork, clarity of program direction, resolve issues impacting programs and ensure proper resources to support the staff and program.

Provide counsel to management on a broad range of workforce planning issues. Ensure that overall service level meets the needs of the client organizations as well as the overall corporate need.

Oversee the tracking and reporting of accurate metrics that includes recruiter costs, cost per hire, turnover ratios and retention statistics.

Promote workforce diversity in all internal and external staffing services. Conduct outreach efforts that will ensure the growth and development of a strong diverse workforce. Identify, delegate and monitor progress on special projects that will serve to elevate overall workforce planning and human resources performance.

Accountable for the development and monitoring of expenditures of the unit operating budget. Procure necessary tools / resources to support overall workforce planning service requirements.

Administer the Company's contract labor function in meeting business units contract / temporary workforce needs in ensuring legal compliance and program effectiveness; oversee the coordinate with external resources, partnering with professional and placement agencies providing contract / temporary personnel.

Foster and manage effective relations with community-based organizations, schools and colleges, and service providers and suppliers.

Develop and provide oversight of the company's relocation program and related service providers including administration of contracts and ensuring efficient and cost effective service delivery.

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.

Hybrid Role :

Employees in hybrid roles will work both in their home offices and alongside their colleagues at an APS facility or other work location for meaningful in person engagement.

As of January 2025, hybrid-role employees will be asked to work about 40% of their time in person at an APS or other (non-home office) location.

• Employees in Hybrid roles are required to reside in Arizona (or NM for Four Corners-based employees). Role types are subject to change based on business need.