Enterprise Talent Programs Manager

Summary

Enterprise Talent Programs Manager

Minimum Requirements

Enterprise Talent Programs Manager

• 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. 
  
  
  Preferred Special Skills, Knowledge or Qualifications:
• General knowledge of various HR functions and business processes.
• Strong understanding of applicable HR related federal and state laws and regulations.
• 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.
• Must have the 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.
• Capable of managing multiple projects while remaining responsive and customer focused.

Major Accountabilities

1) Owns the strategy, design, implementation, and continuous improvement of the enterprise performance management framework. Ensures alignment with business strategy, workforce planning, and rewards philosophy. Leads annual goal-setting, mid-year, year-end, and calibration processes to drive clarity, accountability, and performance differentiation.
2) Designs and governs the enterprise succession planning framework, including talent review cadence, readiness criteria, and bench strength standards. Facilitates executive-level talent reviews and calibration sessions. Identifies leadership pipeline risks and develops mitigation strategies in partnership with HRBPs and senior leaders.
3) Oversees enterprise assessment strategy, including selection, governance, and integration of tools (e.g., 360s, potential frameworks, psychometrics). Ensures assessment data informs succession, promotion, and development decisions. Maintains ethical and compliant use of assessment practices. 
4) 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). Establishes transparent nomination criteria aligned to succession priorities and evaluates return on investment and leadership impact.
5) Develops and delivers enterprise talent dashboards and insights related to performance distribution, succession health, promotion velocity, internal mobility, and leadership pipeline strength. Produces executive-ready reporting to inform strategic workforce decisions and mitigate organizational risk.
6) Ensures performance management, succession planning, and executive development processes comply with applicable laws, internal policies, and risk management standards. Maintains data integrity, audit readiness, and governance documentation.
7) Manages full lifecycle of assigned talent programs, including process design, communications, stakeholder engagement, and technology enablement. Defines key performance indicators and service-level expectations. Leads continuous improvement initiatives to enhance user experience, efficiency, and enterprise impact.
8) Partners closely with HR Business Partners, Compensation, Learning & Development, Workforce Planning, Legal, and senior leadership to ensure alignment of talent systems with business priorities. Serves as the enterprise subject matter expert for performance and succession architecture.
9) Develops and manages program budgets, forecasting, vendor relationships, and external partnerships. Conducts cost-benefit analysis and ensures responsible investment in executive development and assessment tools. 

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.