Workforce Analytics / Intelligence Advisor

Summary

Workforce Analytics / Intelligence Advisor

Are you passionate about turning workforce data into actionable insight? We're looking for a Workforce Analytics / Intelligence Advisor to lead the design and delivery of high-impact human capital analytics that shape APS’s long-term talent strategies.

In this role, you’ll partner closely with HR and senior business leaders to anticipate workforce trends, support data-driven decisions, and translate complex data into clear, strategic narratives. You'll drive the evolution of workforce analytics tools, build governance around people data integrity, and help embed a culture of insight-driven decision-making across the enterprise.

What Your Day Would Look Like:

• Consult with senior HR and business leaders to deliver insights on workforce trends, risks, and opportunities that inform enterprise planning.
• Build and maintain robust dashboards, models, and reports that support initiatives like workforce planning, diversity, retention, and organizational effectiveness.
• Lead the development of governance structures to ensure data quality, consistency, and compliance with regulatory reporting requirements.
• Drive innovation in people analytics by exploring new tools, methodologies, and partnerships to elevate HR’s strategic value.
• Translate data into clear, compelling stories for executive audiences connecting human capital outcomes to business performance.
• Serve as a subject matter expert and internal thought leader, championing the strategic use of workforce intelligence to support a high-performing, future-ready organization.

Minimum Requirements

Workforce Analytics / Intelligence Advisor

• Bachelor’s degree in business, finance, HR, information systems, or related field. 
• AND eight (8) years of related experience in workforce analytics/planning, strategic planning, or enterprise data modeling and reporting.
• Advanced proficiency in Power BI, Excel, Vemo, or equivalent decision-support tools.

Preferred Special Skills, knowledge or Qualifications

• Proven ability to architect and operationalize analytics platforms aligned to corporate strategy. 
• Strong command of business storytelling, executive communications, and stakeholder engagement.
• Track record of integrating workforce intelligence into strategic business planning and talent initiatives.
• Master’s degree or MBA preferred.

Major Accountabilities

1) Architect and lead an enterprise human capital analytics strategy and program that supports HR and corporate strategic goals.

2) Design and deploy predictive models that synthesize multi-domain HR data into actionable intelligence for long-range workforce initiatives.

3) Serve as principal advisor on workforce dynamics—partnering with HR, Finance, Strategy, and other senior leaders to influence planning cycles and talent investments.

4) Establish and enforce data governance protocols, ensuring legal, ethical, and operational alignment across workforce reporting and disclosures.

5) Oversee preparation of workforce intelligence for SEC filings, board-level briefings, and other regulatory or investor communications.

6) Drive continuous enhancement of analytics capabilities through emerging technologies, strategic benchmarking, and advanced methodology adoption.

7) Lead cross-functional integration of workforce data into enterprise business strategies, fostering alignment and shared accountability.

8) Champion analytics-driven transformation initiatives, guiding adoption of data-informed practices across HR and business units.

9) Actively promote a culture of analytics innovation and continuous learning within the HR analytics function, mentoring team members, sharing industry insights, and driving awareness and adoption of analytics best practices across HR.

10) Partner with HRIS and compliance teams to uphold integrity, traceability, and operational reliability of workforce data systems.

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.