Employee Relations Consultant | Human Resources

Date: Dec 18, 2025

Location: PHOENIX, AZ, US, 85004-3903

Company: APS

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

Employee Relations Consultant | HR and Ethics

Are you passionate about employee relations and making the workplace better? Join our team as an Employee Relations Consultant, where you will have the opportunity to make real difference in people’s lives as you help them navigate challenging situations at work.

The kinds of people we want to talk to:

- Are courageous, trusted advisors who deliver candid and constructive feedback and data-driven insights to advance workforce strategies and mitigate risk.

- Are issue spotters and problem solvers, connecting the dots between emergent business issues, broader strategic initiatives, workplace policy, and law.

- Enjoy being part of a cross-functional team and collaborating with stakeholders such as HR business partners, labor relations, business leaders, health services, legal counsel, ethics, and corporate security.

- Take time to help those around them, offering guidance, moral support, and mentorship.

- Approach each situation with integrity and compassion, seeking to understand and make recommendations that are objective and fair.

- Are eager to learn the business, the work, and people at all levels of the organization.

You are responsible for:

- Advises on and responds to employee relations issues received from employees, leaders, HRBPs, the HR Service Team, and more.

- Consults with leaders and HR Business Partners on employee behavior and performance concerns, provide guidance and assist with the development and delivery of appropriate feedback or corrective/disciplinary actions.

- Conducts or supports leaders in the conducting of investigations into employee relations concerns, including allegations of discrimination, harassment, retaliation, ethics violations, hostile work environment, unfair treatment and violation of company policies. This may include gathering and analyzing evidence and timely resolution of problems through application of relevant laws/policies/past practices.

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

- Interprets and applies understanding of corporate policy, collective bargaining agreements, employment law, and other regulations to provide immediate advice, guidance or clarification for employee relations inquiries.

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

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

- Uses customer insights and case trends to recommend and help develop or refine employee relations tools, resources and trainings or address systemic, procedural or leadership issues.

If this sounds like you, apply now and join a team dedicated to bringing the APS Promise to life through our people.

Minimum Requirements

Employee Relations Consultant | HR and Ethics

- Bachelor's degree in Human Resources, Industrial Relations, Public Relations, Business or other job-related field from an accredited college or university

- PLUS 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.

Preferred Special Skills, Knowledge or Qualifications

- Current SPHR/PHR certification

- Demonstrated experience conducting employee relations investigations within a unionized environment

- Ability to interpret labor contract terms and conditions as applicable employee relations situations (specific IBEW experience a plus)

Major Accountabilities

1) Responds to all first-level, non-third party Employee Relations issues received from employees, leaders, HRBPs, or the HR Service Team.

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 conducts and documents interviews with complainants and witnesses to obtain information which would be considered admissible under generally accepted rules of evidence.

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

10) Provides regular updates to the client, HR partners, and Legal (as necessary) throughout the process

11) Uses customer insights and case trends to recommend and help develop or refine employee relations tools, resources and trainings or address systemic, procedural or leadership issues.

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 will work both in their home offices and alongside their colleagues at an APS facility or other work location for meaningful in person engagement.

As of January 2025, hybrid-role employees will be asked to work about 40% of their time in person at an APS or other (non-home office) location.

- Employees in Hybrid roles are required to reside in Arizona (or NM for Four Corners-based employees). Role types are subject to change based on business need.

Job Segment: Nuclear, Energy