Job Description

Requisition ID : 18913

Join us in building a better future for Arizona!

SRP is one of the largest public power and water utilities in the U.S. providing electricity to approximately one million customers in the greater metropolitan Phoenix area. Since its founding in 1903, SRP has fostered a culture of stewardship and customer service consistently ranking as an industry leader in customer service according to J.D. Power and named one of Arizona's best employers by Forbes. SRP continues to adapt to its changing business environment by seeking innovative ways to reimagine utility service and the provision of critical resources essential to the life and economy of Arizona.

Why Work at SRP

At SRP, we foster an inclusive work environment and believe everyone should have a fair chance to work, regardless of who they are. That’s why we value teams with diverse perspectives, experiences, and backgrounds to help SRP deliver on its mission of providing reliable, affordable and sustainable water and power.

SRP's success is rooted in our employees' happiness, health, and safety. That's why we offer a comprehensive benefits package to meet the needs of our employees and enhance their well-being. In addition to competitive pay and performance incentives, eligible employees can take advantage of the following benefits:

• Pension Plan (at no cost to the employee)
• 401(k) plan with employer matching
• Available your first day: Medical, vision, dental, and life insurance
• Over 200+ hours of PTO (includes vacation days, holidays, floating holidays, and sick leave)
• Parental leave (up to 4 weeks) and adoption assistance
• Wellness programs (including access to a recreation and fitness facility)
• Short and long-term disability plans
• Tuition assistance for both undergraduate and graduate programs
• 10 Employee Resource Groups for career development, community service, and networking

Summary

The Program Manager, Talent Management & Organizational Development Effectiveness will consult with Human Resources Business Partners and business leaders to identify opportunities to advance corporate strategic goals/objectives and to recommend appropriate talent strategies in areas such as: talent management, employee engagement, culture, and organizational design. This role will be accountable for the end-to-end planning, design, execution, and evaluation of workforce solutions. 

The program manager will lead the development and implementation of talent management & organization design/development programs (i.e., performance management, succession planning, restructuring/workforce transformations, strategic workforce planning, etc.) that support the organization’s strategic direction including managing a cross-functional program/project team,, assessing maturity level of current programs, developing a robust change readiness plan, and navigating the interdependencies among various projects, policies, and organizational structures.

What You'll Do

• Lead, develop and implement best-practice TM/Org. development & design strategies, talent frameworks and programs (e.g., performance management, succession, engagement/culture, workforce design and readiness, etc.) based on evaluation of multiple factors including root causes, performance gaps, internal/external trends.
• Serve as a trusted advisor, thought leader and consultant to business leadership on all areas of TM/OD practices including organizational design/development, change management, and workforce planning. 
• Partner with senior leadership to identify business priorities and design organizational solutions that effectively support restructuring and workforce transformation initiatives.
• Collect, evaluate, analyze and present data resulting from recommended interventions/programs to HR and business leadership. 
• Collaborate with HR Centers of Excellence to align and integrate talent management/OD processes.
• Facilitate change management initiatives/practices including ability to identify and address program risks as well as opportunities for continual improvement.
• Build comprehensive communication plans for managers and employees to foster understanding and provide support throughout organizational design initiatives. 
• Facilitate workforce planning workshops and continuous improvement sessions to prioritize evolving talent capacity and capability opportunities. 
• Use data analytics, metrics, talent systems, and dashboards to highlight program progress, gaps, and measures of success. 
• Stay current on organizational and HR strategy and goals, key business drivers, and new and ongoing corporate initiatives to ensure alignment of TM/OD interventions and programs. 
• Stay current with TM/OD professional organizations, industry and employer groups, governmental agencies and community organizations to enhance internal practice.
• Oversee project managers, change management, consultants/vendors and other project team members to ensure project/program and organizational goals are met. 
• Produce accurate and timely reporting of program status and manage expectations of key stakeholders. 
• Work with other departments to develop plans and budgets for the programs and manage project interdependencies.

What It Takes To Succeed

• Advanced skill set in Microsoft Office products, HR analytics tools/software. 
• Applied experience leading and/or consulting talent management programs (succession, performance management, etc.).
• Strong understanding of organizational design/development principles (including operating models, governance and organization structure design and role design) with proficiency in organizational design and development tools and software. 
• Demonstrated experience leading complex or large-scale workforce transformation initiatives. 
• Leadership qualities with the ability to influence others and manage stakeholder expectations.
• Strong project management, analytical and critical thinking skills. 
• Excellent communication and people skills to work effectively with cross-functional teams.
• Detail-oriented with a focus on continuous improvement.
• Strong consulting and facilitation skills with previous experience presenting to senior leadership.
• Strategic thinker with the ability to align talent planning efforts with business/organizational objectives.
• Organizational Design (or Development) Certification and/or Certification in Change Methodology. 
• Knowledge of HR legal compliance requirements.

Experience

A minimum of eight years of related experience in talent management, organizational design/development, strategic workforce planning and/or human resources is required (if no degree, twelve years of relevant experience or an equivalent combination of education and related experience totaling twelve years).

3+ years of experience leveraging fundamental models and frameworks for talent management, organizational design/development, process improvement, or change management capabilities.

Preferred Qualifications:  

• Bachelor’s degree in Human Resources, Organizational Design/Development, Leadership Development, Business Administration, or a related field.
• Organizational Design/Development Certification and/or Certification in Change Methodology.

Education

A bachelor’s degree related to the assignment from an accredited institution is preferred.

Competencies

3.1 - Relating and Networking

3.2 - Persuading and Influencing

5.3 - Formulating Strategies and Concepts

6.1 - Planning and Organizing

6.2 - Delivering Results and Meeting Customer Expectations

Hybrid Workplace

SRP currently offers a hybrid workplace, which allows employees whose jobs can be performed remotely, and who have sufficient technical capability, to telework up to three days per week. Although teleworking is available, all employees must live and work in Arizona.

Drug/Alcohol Policy Statement

To promote the safety and well-being of our employees, customers, and the communities we serve, SRP is committed to maintaining a drug/alcohol free work environment. Although marijuana may now be legal in Arizona, except as otherwise specified under Arizona law, SRP considers it to be an illegal drug for the purpose of our drug/alcohol policy because marijuana remains illegal at the federal level. Any candidate found to be impaired during the hiring process or who has the presence of an illegal drug or unauthorized substance in their system during the pre-employment drug/alcohol test may be disqualified from further consideration in the hiring process.

Equal Opportunity Employer Statement

Salt River Project (SRP) is committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, military status, or any other protected status under applicable federal, state or local law.

Work Authorization

All candidates must be legally authorized to work in the United States.
Currently, SRP does not sponsor H1B visas, OPT, or other employment-related visa's.

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