New

Workforce Planning Analyst/Sr

APS (Arizona Public Service)
United States, Arizona, Tonopah
5801 South Wintersburg Road (Show on map)
Apr 23, 2025
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 The Workforce Planning Analyst collects and analyzes human capital data and metrics to identify important trends that impact the company's strategic workforce planning. They ensure the data is accurate and presented in a clear, concise and business-relevant manner to key stakeholders. Supports the manager in designing and implementing a workforce plan that aligns APS workforce capacity and capability with the longer-term business strategy. Minimum Requirements Workforce Planning Analyst: A four-year Bachelors degree in Finance, Engineering, Business Administration or other job related field from an accredited college or university Two (2) years experience in Human Resources, Finance, data analysis and/or other job related field. OR In lieu of bachelors degree, combination of college coursework and/or experience in Human Resources, Finance and/or data analytics equaling six (6) years. Workforce Planning Analyst SR: A four-year Bachelors degree in Finance, Engineering, Business Administration or other job related field from an accredited college or university Four (4) years experience in workforce planning and analytics. Preferred Special Skills, Knowledge or Qualifications: Experience in Human Resources. Proficient in Microsoft PowerPoint, Excel, and Word. Experience in the design and implementation of strategic workforce plans and in key functions/roles such as strategic planning, metrics reporting and analysis, consulting or workforce planning. Nuclear requirement: Any PVNGS employee may be called upon to serve as a member of the Emergency Response Organization (ERO) and will be expected to fulfill their obligation as an ERO member. Any PVNGS employee may be called upon to support a refueling or short-notice outage. This includes line roles and responsibilities as necessary to execute outage activities. These are conditions of employment at PVNGS. Major Accountabilities 1) Builds and implements a pragmatic, effective process for workforce planning data collection and reporting that highlights trends and enables the development of business and corporate workforce planning initiatives and actions. 2) Builds internal relationships with business leaders, talent acquisition, strategy and HR business partners to understand the business challenges and talent concerns. 3) Generates workforce planning analyses and reports. 4) Analyzes and identifies key trends in the data. 5) Presents relevant workforce trends in clear, succinct reports to key stakeholders and demonstrate trend implications for the business. 6) Develops and maintains procedures for the workforce-planning reporting and analytics-generating process. 7) Investigates methods of improving and increasing automation of the workforce planning reporting process, including developing proficiency with workforce planning software. 8) Tracks and reports workforce-planning actions and determines if actions are sufficient to meet future workforce needs. 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: This position combines working in the office and at home, based on the needs of the business. The schedule will be determined with the hired employee and leadership, but the ultimate decision is the company's. Any PVGS employees may be called upon for random Fitness for Duty (FFD) testing during scheduled working hours. Employees, if off-site, must report to FFD at Palo Verde as soon as reasonably practicable, but no more than 120 minutes after being notified. Employees who are onsite when notified will have no more than 60 minutes to report after being notified.