Recruiter (Palo Verde)
Date: Oct 29, 2025
Location: TONOPAH, AZ, US, 85354
Company: APS
Arizona Public Service generates reliable, affordable and clean 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 Pipeline Recruiter is responsible for managing the full-cycle recruitment process for both full-time and internship positions within the Pipeline and University programs. This includes building and maintaining strong partnerships with local and state universities, sourcing and qualifying candidates, conducting interviews, and extending employment offers. The recruiter will collaborate closely with hiring managers to ensure alignment on talent needs and deliver an exceptional candidate experience throughout the hiring process. Additionally, this role oversees the planning and execution of the station’s Summer Internship Program. The position requires periodic travel to universities and career events throughout the year to support recruiting efforts and strengthen the company’s talent pipeline.
Minimum Requirements
Bachelor's degree preferred or an equivalent combination of four (4) years relevant work experience in Human Resources, Business Management or a related area. In addition, five (5) years of recruiting experience to include recruiting exempt and non-exempt individual contributor positions as well as leadership positions.
The successful candidate should possess a full understanding of principles, concepts and industry practices relating to recruiting. Ability to assert influence on decisions, ability to work in a team environment and communicate effectively (oral and written). Individual must have the ability to prioritize, plan and initiate work activities, as well as build and maintain effective working relationships with candidates, hiring leaders and other human resource professionals. Candidate must demonstrate excellent organizational skills, analytical and decision making skills, adaptability and integrity, project management, organization, communication, teamwork, and follow up skills. Excellent working knowledge and proficient skill level in Microsoft Office products, specifically Outlook, Word, Excel as well as electronic applicant tracking systems. Working knowledge of applicable federal, state and local laws and regulations. PeopleSoft and Success Factors experience preferred.
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. This is a condition of employment at PVNGS. Roles and Responsibilities defined in Policy 1503 and implementing policy guide are applicable to all PVNGS employees.
Major Accountabilities
1) Consults with hiring leaders and human resource professionals to develop hiring strategies that ensure a positive end-to-end hiring experience.
2) Influences hiring decisions by assessing talent through behavioral based interviews, facilitating selection decisions and extending job offers.
3) Creatively source high caliber candidates by maximizing internet resources, cold calling, employee referrals, and other resource tools.
4) Reviews / screens resumes, conduct interviews and presents top candidates.
5) Manages candidate through selection process and act as a candidate advocate.
6) Initiates and drives special projects to elevate the recruiting process and implement creative methods to find top tier candidates.
7) Interacts with hiring leaders and human resource professionals to support the workforce planning needs of the business.
8) Tracks analytical data regarding all facets of the hiring process, to include sourcing effectiveness, offer rate, accept rate, time to fill and other analysis as needed.
9) Coordinates and attends recruiting events including job fairs, college fairs and community networking sessions.
10) Expertise in employment law as it relates to hiring and record keeping.
11) Maintains requisition folders ensuring compliance with all policies/procedures.
12) Updates Applicant Tracking System in a timely manner to ensure the system accurately reflects requisition and candidate activity.
Export Compliance / EEO Statement
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. THis role is typically a four day work week, with two - three days on site.
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.
Nearest Major Market: Phoenix
Job Segment:
Sustainability, Nuclear, Energy