Consultant, Workforce Culture and Belonging

Summary

Consultant, Workforce Culture and Belonging
Help shape a culture where everyone belongs.

At APS, we believe that inclusion fuels innovation, belonging drives performance, and equity supports everyone’s success. We're hiring a Culture and Belonging Consultant to help bring these values to life—creating a workplace where every employee feels seen, heard, and valued.

In this impactful role, you’ll work with leaders, HR partners, and employees across all levels to drive our Inclusion Strategy forward. You’ll serve as a thought partner, educator, and change agent—facilitating honest dialogue, advising on equitable practices, and using data to spark meaningful, measurable cultural change.

What your day might look like:

• Coaching leaders on inclusive behaviors and equitable decision-making.
• Facilitating impactful learning experiences and dialogue sessions on belonging, bias, and accountability.
• Consulting with Employee Resource Groups and the Inclusion Council to support enterprise-wide culture efforts.
• Analyzing employee feedback and metrics to uncover gaps—and crafting strategies to address them.
• Embedding inclusion into core processes like hiring, performance reviews, and leadership development.
• Partnering on communication strategies that amplify diverse perspectives and model inclusive leadership.

You’re a great fit if you:

• Bring a deep passion for equity, diversity, inclusion, and belonging—and a track record of putting ideas into action.
• Have experience developing and facilitating DEI-focused learning programs, ideally as part of a corporate learning or HR team.
• Know how to navigate complex systems and influence change across departments and leadership levels.
• Can analyze workplace culture and policies with a critical eye and make clear, data-informed recommendations.
• Hold a graduate degree from a regionally accredited institution (preferred).
• Have worked in a corporate DEI role (not exclusively as an independent consultant or business owner).

Join us to shape a more inclusive future—where belonging isn’t just a value, it’s a lived experience.

Apply today and help us build a culture that empowers every employee to thrive.

Minimum Requirements

Consultant, Workforce Culture and Belonging

• Bachelor's degree in Business or Human Resources Management or related field
• PLUS eight (8) years relevant work experience, to include three (3) years' direct experience administering diversity and inclusion related programs in a business environment
• In lieu of degree, a minimum 12 years related experience with three (3) years direct experience administering diversity and inclusion related programs in a business environment.
• Strong knowledge of applicable federal and state laws and regulations.
• General knowledge of HR disciplines, functions and business processes. 

Preferred Special Skills, Knowledge or Qualifications

• Strong MS Office (Excel and PowerPoint), project and change management a must. 
• Strong analytical and strategic design skills with the ability to see beyond immediate issues to drive sound decision-making.
• Excellent verbal and written communication skills as well as strong presentation and facilitation skills.
• Ability to synthesize complex information and convey in a clear and concise manner.
• Strong organizational skills and ability to plan and manage independent project work.
• Experience managing multiple projects while remaining responsive and customer focused.

Major Accountabilities

1) Lead the delivery of APS Inclusion & Diversity programs and initiatives, creating solutions to foster an inclusive environment for all employees.
2) Develop detailed execution plans for Inclusion programs, ensuring content sustainability, participant engagement, with direct connection to success outcomes.
3) Lead and coordinate communication with our key stakeholders as part of our Inclusion Council to ensure diverse perspectives are integrated with the Inclusion Strategy.
4) Develop or facilitate the delivery of Inclusion-related programs, courses, workshops, onboarding events and activities (as needed). Virtual and in-person.
5) Serve as a subject matter expert for HR Business Partners, Employee Relations, and other relevant HR Consultants on the creation and integration of inclusion tools and practices for the business and collaborate with internal partners to execute the Inclusion Strategy: 

Communications - Create awareness on Inclusion for all employees
Learning and Development - Design and rollout programming and curriculum aligned with our Inclusion Strategy
Community Affairs - Increase APS partnerships in diverse communities, 
ESG Social Responsibility - Ensure that Company efforts are aligned and consistent
Talent Acquisition - Provide recommendations on talent-related processes, practices, and recruiting efforts
ENGs - Provide thought leadership and drive alignment with the Inclusion Strategy.

6) Manage multiple inclusion efforts across the business to ensure that they are aligned with our Inclusion Strategy and make recommendations on where we need to focus and advance.
7) Measure, track, and analyze the effectiveness of our diverse workforce and Inclusion Strategy and initiative. Provide ongoing reporting, updates, and recommendations on areas for progress. 
8) Conduct continuous external benchmarking and research to ensure subject matter expertise is maintained and refreshed. Balance external research and internal context to provide thoughtful recommendations to build an inclusive workplace.

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.