HR Project Manager

Requisition ID: 20122

 

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

At SRP, we foster an inclusive work environment and believe everyone should have a fair chance to work, regardless of who they are. That’s why we value teams with diverse perspectives, experiences, and backgrounds to help SRP deliver on its mission of providing reliable, affordable and sustainable water and power.

 

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

The HR Project Manager executes HR initiatives, priority programs, and approved process improvement efforts within established frameworks. Reporting to the Senior Manager, HR Planning & Projects, this role develops structured project and implementation plans, coordinates cross-functional execution across HR Centers of Expertise (COEs) and business partners, and monitors progress against defined timelines and outcomes. The position supports the implementation of HR process improvements by documenting current-state workflows, coordinating rollout activities, and tracking performance indicators to ensure effective adoption and measurable results.

What You'll Do

Project Execution & Coordination

• Develop and manage comprehensive project plans, including scope, timelines, dependencies, milestones, and resource requirements aligned with approved HR priorities.
• Coordinate cross-functional execution across HR COEs, business partners, and enterprise stakeholders; facilitate working sessions to ensure alignment and timely delivery.
• Monitor milestones, risks, constraints, and interdependencies; escalate issues to the Senior Manager with recommended options.
• Maintain accurate project documentation, including charters, schedules, risk logs, decision records, and lessons learned.
• Document current-state HR processes and coordinate implementation of approved future-state improvements.
• Track performance indicators related to project delivery, process efficiency, quality, and adoption.

 

Portfolio Planning & Integration

• Apply established project standards, tools, and templates across assigned initiatives.
• Support initiative intake by gathering requirements, documenting scope, and clarifying objectives and success measures.
• Provide status reporting and data input for portfolio dashboards and performance reviews.
• Contribute insights to strengthen HR’s project management discipline and operating rhythm.

 

Stakeholder Engagement & Change Support

• Prepare and deliver clear project communications to ensure visibility into progress, risks, decisions, and impacts.
• Facilitate alignment discussions to clarify roles, expectations, and decision points.
• Support change readiness, trainin