Employee Relations Consultant/Senior (Palo Verde)

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Date: Nov 7, 2024

Location: TONOPAH, AZ, US, 85354

Company: APS

Arizona Public Service generates clean, reliable and affordable 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

As an Employee Relations Consultant at Palo Verde Generating Station, you will play a critical role in addressing workplace concerns and ensuring compliance with company policies and legal standards. Your keen analytical skills and empathetic approach will help us resolve conflicts and strengthen employee engagement.

Key Responsibilities:

• Conduct thorough investigations into employee concerns, complaints, and allegations, ensuring all parties are treated fairly and respectfully.

• Collaborate with HR and management to develop strategies for conflict resolution and employee support.

• Prepare comprehensive reports and provide recommendations based on investigation findings.

• Educate employees and management on company policies, procedures, and best practices related to employee relations.

• Stay updated on employment laws and regulations to ensure compliance and mitigate risk.

Minimum Requirements

Employee Relations Consultant:

• A four-year Bachelor's Degree in Human Resources, Industrial Relations, Public Relations, Business or other job-related field from an accredited college or university AND five (5) years' experience in professional-level Employee Relations, Labor Relations, and/or HR Business Partner positions.

• In lieu of Bachelor's Degree, combination of college coursework and/or experience in professional-level Employee Relations, Labor Relations, and/or HR Business Partner positions equaling nine (9) years required.

• Excellent client management, consulting and business literacy skills.

• Ability to develop strong trusting relationships in order to gain support and achieve results.

• Experience coaching leaders and employees.

• Strong project management, communication and business writing skills.

Employee Relations Consultant Senior:

• A four-year Bachelor's Degree in Human Resources, Industrial Relations, Public Relations, Business or other job-related field from an accredited college or university AND eight (8) years of experience in professional-level Employee Relations, Labor Relations, and/or HR Business Partner positions.

• In lieu of a Bachelor's Degree, combination of college coursework and/or experience in professional-level Employee Relations, Labor Relations, and/or HR Business Partner positions equaling twelve (12) years is required.

• Excellent client management, consulting and business literacy skills.

• Ability to develop strong trusting relationships in order to gain support and achieve results.

• Experience coaching leaders and employees.

• Strong project management, communication and business writing skills.

Nuclear Requirement:

Any PVGS 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 PVGS 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 PVGS.

Major Accountabilities

1) Responds to all first level, non-third-party Employee Relations issues received from HR Business Partners, HR leadership, business unit leaders, and other employees.

2) Conducts investigations and fact finding on Employee Relations issues including allegations of discrimination, harassment, retaliation, ethics violations, hostile work environment, unfair treatment and violation of company policies. This includes gathering and analyzing evidence and timely resolution of problems through application of relevant laws/policies/past practices.

3) Interprets and applies understanding of corporate policy, employment law and other regulations to provide immediate advice, guidance or clarification for Employee Relations inquiries.

4) Provides consultation, guidance and coaching to leaders and HR Business Partners to address employee behavior and performance concerns, provide guidance and assist with the development and delivery of appropriate feedback or corrective/disciplinary actions.

5) Maintains required documentation within case management system including intake and investigative notes, supporting documents and final reports in a timely manner.

6) Supports Legal department in research, investigations for any external charges or cases.

7) Independently determines the most effective and efficient method of investigation for each individual case.

8) Independently conduct and document comprehensive interviews/interrogations complainant and witnesses to obtain information which would be considered admissible under generally accepted rules of evidence.

9) Performs out-of-office field investigation, as appropriate.

10) Provides regular updates to the Client, HRBP, and Legal (as necessary) throughout the process

11) By utilizing tracking tools and case management practices to identify issues, make recommendations and work with primary focus on Employee Relations, tracking, trend analysis and implementation of solutions to improve and implement ways to improve systemic, procedural or leadership issues. (recommendations only)

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).

Arizona Public Service is a smoke free workplace.

Hybrid Role:

Employees in hybrid roles work both in their home offices (virtually) and alongside their collegues (in person). In order for employees to build strong relationships and to promote meaningful in-person interactions, hybrid employees are expected to work about 40% of their time in-person at an APS or other (non-home office) location.

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.