Human Organizational Performance Coordinator

Date: Apr 21, 2025

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

The Human Organizational Performance Coordinator provides support for the effective integration of Human and Organizational Performance (HOP) to the enterprise (including Palo Verde Generating Station). HOP is a science-based approach that changes the way a company identifies and responds to risk and failure. It is an operating philosophy that changes the way we think, learn and design our systems and aids in our ability to identify problems and organizational weaknesses. The coordinator ensures all appropriate tools, procedures, performance monitoring and expectations are in alignment with HOP principles and values.

Minimum Requirements

Major Accountabilities

1) Creates content and delivers initial and on-going HOP fundamentals and basic training courses to frontline employees. Coordinates with other HOP team members to ensure consistent, quality and timely delivery of training materials.

2) Assists employees across the enterprise in understanding and incorporating HOP principles, concepts and practices on a daily basis by producing, maintaining and distributing HOP content (e.g., articles, SharePoint, videos, etc.).

3) Provides administrative support for the integration of a standardized HOP direction to the enterprise ensuring continuity and sustainability by responding to internal requests.

4) Coordinates with internal training organizations to ensure HOP is integrated into training courses/programs and daily work practices. Reviews and provides feedback on content created by other organizations.

5) Provides support to all internal and external HOP department activities.

6) Participates in industry and work-related organizations and committees, providing HOP expertise and representing the interests of APS.

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:Employees in hybrid roles work both in their home offices (virtually) and alongside their colleagues (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.

Employees are expected to reside in Arizona (or New Mexico for Four Corners-based employees).*

Working from a home office requires adequate technology and an appropriate ergonomic set up.*

Role types are subject to change based on business need.*

Nearest Major Market: Phoenix

Job Segment: Sustainability, Nuclear, Energy