Job Details

Enterprise Talent Strategy & Programs Manager

At APS, we're looking for a Talent Strategy & Programs Manager who can bring structure, clarity, and data-driven insight to how we assess, develop, and plan for our workforce. This role is about building and running the enterprise processes that drive leadership decisions. You'll own and evolve core talent processes like performance management, succession planning, and talent reviews, ensuring they are consistent, scalable, and grounded in meaningful data. You'll partner directly with senior leaders to translate talent insights into action, helping APS build a stronger leadership pipeline and make smarter workforce decisions. This is a high-impact role for someone who enjoys connecting data, processes, systems, and strategy to drive real business outcomes.

What Your Day Would Be Like:

• Own and mature the enterprise performance and talent review cycle (9-box, succession planning, calibration)
• Establish and maintain governance, standards, and operating cadence for talent processes
• Translate talent data into clear executive insights, dashboards, and recommendations
• Identify gaps in leadership pipeline strength using data, not anecdote
• Drive continuous improvement of systems, workflows, and decision frameworks
• Partner with HRIS and analytics teams to improve data quality, reporting, and visibility

We're looking for someone who:

• Has owned or heavily supported enterprise talent processes (performance cycles, succession planning, talent reviews)
• Is comfortable working with data, dashboards, and talent analytics (SuccessFactors/Oracle HCM, Power BI, Tableau, etc.)
• Thinks in terms of systems, workflows, and process design, not just programs
• Can translate talent data into clear, executive-ready insights
• Has worked in a complex, multi-business or regulated environment
• Leverages AI and predictive analytics in workforce planning

Minimum Requirements:

• Bachelors degree in Business Administration, Human Resources Management or related discipline from an accredited college or university PLUS eight (8) years relevant work experience in functional area: Workforce Planning, Diversity, Performance Management Systems, Leadership Development, Change Management, Communications or Employee Engagement.
• In lieu of bachelor's degree, a combination of college coursework and/or relevant HR experience equaling twelve (12) years is required.

Major Accountabilities:

• Owns the strategy, design, implementation, and continuous improvement of the enterprise performance management framework.
• Designs and governs the enterprise succession planning framework, including talent review cadence, readiness criteria, and bench strength standards.
• Oversees enterprise assessment strategy, including selection, governance, and integration of tools (e.g., 360s, potential frameworks, psychometrics).
• Leads strategy and administration of executive education and nomination-based development programs (including partnerships with institutions such as Harvard Business School, Stanford Graduate School of Business, and Wharton School).
• Develops and delivers enterprise talent dashboards and insights related to performance distribution, succession health, promotion velocity, internal mobility, and leadership pipeline strength.
• Ensures performance management, succession planning, and executive development processes comply with applicable laws, internal policies, and risk management standards.
• Manages full lifecycle of assigned talent programs, including process design, communications, stakeholder engagement, and technology enablement.
• Partners closely with HR Business Partners, Compensation, Learning & Development, Workforce Planning, Legal, and senior leadership to ensure alignment of talent systems with business priorities.
• Develops and manages program budgets, forecasting, vendor relationships, and external partnerships.

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.

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.