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Senior Manager of Talent Management & Planning

Location:

Tempe, AZ, US

Date: May 16, 2025

**Requisition ID** : 18797

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 Sr. Manager provides visionary leadership and strategic direction for talent management and planning strategies aligning with corporate priorities to drive organizational success. Reporting into the Director of Talent Management & Organizational Development Effectiveness, this role will collaborate with business leaders and HRBPs to recommend appropriate workforce solutions (in areas such as organization design, performance management, strategic workforce planning and succession, etc.) that support the advancement of SRP corporate strategic goals and business objectives. Accountable for the overall planning, design, implementation and evaluation of talent planning frameworks and strategies. The Sr. Manager is viewed as a thought leader with proven strategic thinking skills as well as a strong customer and outcome focused orientation.

What You'll Do

+ Spearheads the design, development and execution of comprehensive talent management/planning strategies, programs, and solutions establishing both short- and long-term plans to ensure the organization is poised for sustainable growth.

+ Acts as a strategic advisor and thought leader to executive leadership, providing data-driven insights and innovative talent solutions that align with and support overarching business priorities.

+ Champions the introduction and implementation of cutting-edge talent frameworks and innovative people strategies, influencing key stakeholders to support workforce planning needs.

+ Leads the collection, evaluation, analysis, and presentation of data resulting from recommended solutions/programs for HR and business leadership to aid in talent prioritization and decision-making.

+ Monitors key metrics (e.g., supply/demand of critical roles, internal mobility, talent pool readiness, and program ROI, etc.) to ensure alignment with organizational goals and report on program progress, gaps, and measures of success.

+ Collaborates with peers across HR and the business to develop and integrate talent management processes and tools that support employee growth and mobility.

+ Leads and applies best-practice TM solutions and approaches (focused on advising organization structure and job design; bridging critical talent gaps and hard-to-fill roles; enhancing talent assessment/review processes and performance/feedback planning, etc.) based on an evaluation of factors including root causes, performance gaps and internal/external trends.

+ Models and applies change management skills/practices including ability to identify and address program risks, as well as opportunities for continual improvement.

+ Stays current on organizational and HR strategy and goals, key business drivers, and new and ongoing corporate initiatives to ensure alignment of TM solutions and programs.

+ Leads and inspires a high-performing team of talent management professionals, setting strategic priorities and objectives, and developing resource and operational plans to achieve organizational goals.

+ Oversees project teams, change management, consultants/vendors, and other project team members to ensure appropriate resourcing, project/program and organizational goals are met.

+ Works with other departments and leaders to develop program plans and budgets and manage project interdependencies.

+ Stays current with TM/OD professional organizations, industry and employer groups, governmental agencies, and community organizations to inform internal practice.

What It Takes To Succeed

+ Advanced skill set in Microsoft Office products and in HR analytics tools/software.

+ Demonstrated applied Change Management experience (certification is optional).

+ Demonstrated experience translating business strategy to talent/workforce strategy.

+ Exceptional communication and interpersonal skills, with a demonstrated ability to build and maintain strategic relationships at all levels of the organization.

+ Strong facilitation skills with prior experience presenting complex data to senior leadership.

+ Strong project management, analytical and critical thinking skills.

+ Strategic mindset with the ability to align talent planning efforts with overall organizational objectives.

+ Experience leading and/or consulting talent management programs (particularly in organization design, performance management, strategic workforce planning and succession).

+ Exceptional stakeholder management and relationship building skills.

+ PHR or SPHR certification is encouraged but not required. The nature of this job requires significant interaction with entities outside SRP including community groups, educational institutions, and professional and industry organizations. Job also requires interaction within SRP from general manager staff level to hourly trades helpers.

Experience

A minimum of eight years of related experience in human resources, talent management and/or organizational development/design is required (if no degree, 12 years of relevant experience or an equivalent combination of education and related experience totaling 12 years).

3-5+ years of supervision/management experience.

Education

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

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.

**Nearest Major Market:** Phoenix