Senior HR Business Partner

Arizona Public Service generates clean, reliable and affordable energy for 2.7 million Arizonans. Our service territory stretches across the state, from the border town of Douglas to the vistas of the Grand Canyon, from the solar fields of Gila Bend to the ponderosa pines of Payson. As the state’s largest and longest-serving energy provider, our more than 6,000 dedicated employees power our vision of creating a sustainable energy future for Arizona.

 

Since our founding in 1886, APS has demonstrated a strong commitment to our customers in one of the country’s fastest growing states, earning a reputation for customer satisfaction, shareholder value, operational excellence and business integrity.

 

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

This Senior HR Business Partner will support the Transmission & Distribution business unit supporting both the operations and engineering/construction.  The Senior HR Business Partner is a strategic advisor working primarily with officers and senior management in developing, driving and implementing people plans to support the strategies for key, complex business units (BU). Builds strong relationships with business unit leaders and develops proactive assessment of business unit needs. Implements short- and long-range tactical and strategic solutions in a changing environment.

 

Minimum Requirements

- A four year Bachelor's degree in Human Resources, Business or other job-related field from an accredited college or university plus eight (8) years broad-based, professional-level Human Resource (HR) experience.
- In lieu of bachelor's degree, combination of college coursework and/or broad-based, professional-level HR experience equaling 12 years required.
- Knowledge of many HR functional areas due to the broad range of potential HR issues that may arise with clients.
- Experience with organizational diagnoses, executive coaching, change management and team effectiveness strategies.
- Demonstrated success in establishing strong, influential relationships with all levels of an organization.
- Excellent verbal and written communication, project management and influencing/negotiation skills.
- Current working knowledge of applicable state and federal laws and regulatory requirements.
- Master's degree in Human Resources, Industrial Relations, Organizational Development, Business or other job-related field preferred.
- SPHR/PHR certification preferred.

Major Accountabilities

1) Consults with business unit senior management to develop and execute annual and emergent people strategies to support business unit plans and objectives. Establishes line of sight between HR programs and business plan for the business unit. Anticipates HR issues, concerns and needs based on business strategies, and internal/external environmental and competitive factors. Addresses business-wide issues/projects.

2) Partners with leaders in diagnosing organizational design needs. Provides consultation on organizational design and implementation, staffing, layers of management, span of control and interrelation between departments to establish distinction between line and support functions within a business. Provides change management expertise to support organizational change initiatives.

3) Partners with Centers of Expertise to execute solutions that meet the needs of the business unit and implement programs, processes and tools developed for workforce planning, performance management, performance rating alignment, talent management, succession planning, change management, knowledge transfer, employee engagement, diversity and compensation planning, including training leaders on the effective use of those processes and tools.

4) Provides coaching and counsel to leaders to help resolve challenging employee and team issues, improve leadership performance, plan and implement workforce reduction efforts, manage involuntary employee terminations, and improve employee productivity.

5) Partners with Talent Acquisition and hiring leaders in the recruiting, hiring and promotion of talent at senior leader levels.

6) Leads and participates on special projects and/or cross functional teams to execute HR and/or company-wide initiatives.

7) Develops, monitors and reports on project plans, milestones and metrics to track progress and effectiveness of all programs.

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 throu