Workforce Planning Analyst/Sr PV

Summary

The Workforce Planning Analyst/ Sr.  collects, analyzes and  implements a strategic workforce plan that aligns Palo Verde workforce capacity and capability with its longer-term business strategy. Collaborates effectively with HR team and business leaders in areas such as strategy, talent acquisition and workforce development.  Anchors workforce plans to key data such as business strategies, industry trends and workforce analytics. Implements, operates and oversees a data analytics and intelligence program that provides and informs Human Resources (HR), as its customer, the necessary information that allows them to design workforce planning for the business. Provides ad-hoc data to key areas of the business or HR to support program design or problem-solving efforts.

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 plus two (2) years experience in Human Resources, Finance, data analysis and/or other job related field.  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 plus four (4) years experience in workforce planning and analytics. 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. Proficient in Microsoft PowerPoint, Excel and Word.

Preferred Special Skills, Knowledge or Qualifications:
Ability to think strategically, grasp analytics, have interpersonal savvy and communicate effectively.
MBA or MS degree.

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) Implements a workforce planning strategy that is pragmatic and effective and addresses the future workforce needs, including retirements, changing skills, knowledge transfer and retention, diversity, and building talent pipelines for Palo Verde.

2) Builds strong internal relationships with business leaders, talent acquisition, strategy, HR business partners and community relations, to understand strategic objectives, provide counsel on workforce planning and build talent pipelines.

3) Builds strong external relationships and participates in various industry partner committees.

4) Understands the business challenges and talent concerns of the business.

5)Develops, implements and executes a workforce data analytics program.

6) Consults with business leaders and HR business partners on identified talent/skill risks.

7) Works closely with Finance and Strategy to ensure sustainability of strategic workforce plans.

8) Leads projects and initiatives to develop data and programs required for strong workforce planning and development.

9) Manages the metrics for the people data and programs for Palo Verde.

10) Participates, and sometimes facilitates, at the Palo Verde People Health Committee to deliver on the workforce planning data and metrics to the Officers and Senior Leaders of Palo Verde.

 

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.