Learning & Development Analyst 1, 2, or Senior

Requisition ID: 17000

 

Join us in building a better future for Arizona!

SRP is one of the largest public power and water utilities in the U.S. providing electricity to approximately one million customers in the greater metropolitan Phoenix area. Since its founding in 1903, SRP has fostered a culture of stewardship and customer service consistently ranking as an industry leader in customer service according to J.D. Power and named one of Arizona's best employers by Forbes. SRP continues to adapt to its changing business environment by seeking innovative ways to reimagine utility service and the provision of critical resources essential to the life and economy of Arizona.

 

Why Work at SRP

SRP's success is rooted in our employees' happiness, health, and safety. That's why we offer a comprehensive benefits package to meet the needs of our employees and enhance their well-being. In addition to competitive pay and performance incentives, eligible employees can take advantage of the following benefits:

• Pension Plan (at no cost to the employee)
• 401(k) plan with employer matching
• Available your first day: Medical, vision, dental, and life insurance
• Over 200+ hours of PTO (includes vacation days, holidays, floating holidays, and sick leave)
• Parental leave (up to 4 weeks) and adoption assistance
• Wellness programs (including access to a recreation and fitness facility)
• Short and long-term disability plans
• Tuition assistance for both undergraduate and graduate programs
• 10 Employee Resource Groups for career development, community service, and networking

 

Summary

Responsible for planning, analyzing, consulting and implementing learning and development (L&D)-related strategic initiatives to SRP leaders and employees. Works across various departments to obtain, analyze, and interpret information. Makes recommendations to improve Learning and Development adoption and impact using best practices to HR and SRP business leaders and supports partnerships with internal and external stakeholders to advance SRP’s learning strategy.

What You'll Do

• Serves as subject matter expert and consultant to business leadership on all areas of learning and development.
• Stays current with L&D professional organizations, industry and employer groups to inform internal practice. 
• Implements best-practice L&D solutions and programs (e.g., leadership development, professional development, mentoring, training, etc.) based on evaluation of multiple data gathering methods including root causes, performance gaps, research, etc.
• Collects, evaluates, analyzes data, and presents findings/recommendations to inform decision-making by HR and business leadership. 
• Uses data analytics, internal/external trends, and metrics to highlight program progress, gaps, and measures of success.
• Collaborates with peers across HR and the business to develop and integrate talent development processes. 
• Design, plan and implement people solutions and continuous improvement efforts that align with HR strategy and bolster learning culture.
• Applies change management skills/practices including ability to identify and address program risks, change resistance as well as opportunities that positively impact stakeholder adoption.
• Supports the execution of development programs and directly supports the Leadership Development Program Manager and Professional Development Program Manager. 
• Manages, develops, and reports metrics and data analytics to ensure project/program effectiveness.
• Develops project plans and timelines in partnership with project teams to ensure key program deliverables, goals and stakeholder expectations are met. 

What It Takes To Succeed

• Previous and applied experience in learning and development
• Superior written and verbal communication skills
• Change Management certification and demonstrated applied experience
• Models learning agility, flexibility, and a growth mindset
• Self-motivator who maintains confidentiality and professionalism
• Respectful and influential; candidate must have the ability to manage employees at all levels and set appropriate expectations
• Preferred Certified Professional in Training Management (CPTM) and/or Professional in Human Resources (PHR)

Experience

Minimum 5 years of experience in learning and development, human resources, talent management and/or organizational development. 

Promotion to Level 2 requires a minimum of two years experience at Level 1 and demonstrated capability to perform advanced and more difficult work as determined by the supervisor. Promotion to Senior Level requires a minimum of 3 years experience at Level 2, is fully