Training Coordinator Generation

Arizona Public Service generates reliable, affordable and clean energy for 2.7 million Arizonans. 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.

Summary

The

Generation (non-nuclear) Training Coordinator

provides administrative and system support related to the qualification and training programs for the Generation plant department personnel including initial and continuing training and contractor training schedules.Collaborates and maintains a continuous open line of communication between Generation Training Plant Support and the Generation Plants to assess training needs, schedule training activities, maintain records, and ensure smooth logistics for training programs.

Minimum Requirements

- High school graduate/GED

- Plus four (4) years experience in Human Resources, Training, Learning/Development and/or advanced administrative positions.

Preferred Special Skills, Knowledge Or Qualifications

- Bachelor's degree.

- Experience in coordinating training programs or related administrative activities, preferably within the power generation (non-nuclear) and/or utilities sector.

- Strong organizational skills and attention to detail, with the ability to manage multiple initiatives simultaneously.

- Excellent communication and interpersonal skills, with the ability to effectively interact with diverse stakeholders to manage and meet their needs.

- Proficient in using software and tools for recordkeeping and administrative tasks such as, but not limited to, Microsoft Office Suite, including Word and Outlook.

Major Accountabilities

- Collaborates with department managers and subject matter experts (SMEs) for scheduling and coordinating of training delivery.

- Provides end-to-end logistical support for learning solutions activities and events (in person and virtual) to include coordination of schedules, classroom setups, and preparation of class and event engagement activities such as surveys and polls.

- Schedules and coordinates training activities, including but not limited to booking venues, arranging equipment, and managing logistical requirements with vendors and other internal stakeholders.

- Liaises with and becomes the main point of contact for scheduling for both the Plants and other external vendors.

- Effectively crafts and distributes communications that provide training details, schedules, and updates to participants, internal, and external stakeholders.

- Proactively reviews data, identifies trends and communicates needs for training improvement.

- Informs and manages external training providers, coordinating their involvement in training delivery.

- Monitors and tracks employee training progress, including attendance, completion and compliance with mandatory training requirements through the management of the training dashboard.

- Maintains accurate training records and databases, including participant information, training materials, and evaluation results.

- Coordinates training logistics, such as travel arrangements, accommodation, catering and reimbursements, as necessary.

- Stay updated on industry trends and best practices in the power generation (non-nuclear) and utilities sector, and training/learning and development, providing relevant information to stakeholders when and where applicable.

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).

In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.

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.