Corporate Recruiter | Talent Acquisition

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

Corporate Recruiter | Talent Acquisition

As a Corporate Recruiter at APS, you will play a key role in driving our talent acquisition strategy by managing the full lifecycle of recruitment for both exempt and non-exempt positions. This dynamic role involves partnering with hiring managers, proactively sourcing top talent, and ensuring a seamless customer/candidate experience from start to finish.

What You Will Do:

• Full-Cycle Recruitment: Manage the entire recruiting process, from creating sourcing strategies to screening/interviewing, extending offers, and closing top talent.
• Proactive Sourcing: Develop and implement creative and strategic sourcing plans to attract high-quality talent in a competitive market.
• Candidate Engagement: Conduct thorough screening, phone interviews, and assess candidates to ensure alignment with role requirements and company culture.
• Hiring Manager Partnership: Embody APS HR guiding principals for success by being solution oriented, a trusted advisor, and having a customer mindset while collaborating closely with hiring managers to understand workforce needs, provide consultative support, and guide them through the recruitment process.
• Offer Management: Manage the offer process, ensuring a positive candidate experience while negotiating terms that align with both company and candidate expectations.
• Workforce Planning: Support business goals by aligning recruiting efforts with workforce planning needs, ensuring we meet both immediate and long-term talent requirements.
• Special Projects: Participate in and lead special talent acquisition initiatives to continually improve our recruiting processes and employer brand.

What Were Looking For:

• Recruiting Expertise: Proven experience in full lifecycle recruiting with a strong ability to source, screen/interview, and hire talent across a broad range of roles.
• Strategic Thinker: Ability to develop and execute proactive sourcing strategies to attract the best candidates in a competitive talent market.
• Communication Skills: Excellent interpersonal and communication skills with the ability to build strong relationships with both hiring managers and candidates.
• Consultative Approach: Strong consultative skills with the ability to guide hiring managers and provide expert advice on hiring strategies and best practices.
• Adaptability: Comfortable working in a fast-paced environment and managing multiple recruitment projects simultaneously.

If youre passionate about finding and hiring top talent, enjoy building relationships with business leaders, and want to be part of a collaborative and innovative team we invite you to join us as a Corporate Recruiter. Apply today and be a part of APSs vision to create a sustainable energy future for Arizona!

Minimum Requirements

Corporate Recruiter | Talent Acquisition

• Bachelors degree preferred
• OR an equivalent combination of four (4) years relevant work experience in Human Resources, Business Management or a related area.
• PLUS five (5) years of recruiting experience to include recruiting exempt and non-exempt individual contributor and leadership positions.
• Full understanding of principles, concepts and industry practices relating to recruiting.
• Ability to assert influence on decisions, ability to work in a team environment and communicate effectively (oral and written).
• Ability to prioritize, plan and initiate work activities, as well as build and maintain effective working relationships with candidates, hiring leaders and other human resource professionals.
• Excellent organizational skills, analytical and decision making skills, adaptability and integrity, project management, organization, communication, teamwork, and follow up skills.
• Excellent working knowledge and proficient skill level in Microsoft Office products, specifically Outlook, Word, Excel as well as electronic applicant tracking systems.
• Working knowledge of applicable federal, state and local laws and regulations.

Major Accountabilities

1) Consults with hiring leaders and human resource professionals to develop hiring strategies that ensure a positive end-to-end hiring experience.

2) Influences hiring decisions by assessing talent through behavioral based interviews, facilitating selection decisions and extending job offers.

3) Creatively source high caliber candidates by maximizing internet resources, cold calling, employee referrals, and other resource tools.

4) Reviews / screens resumes, conduct interviews and presents top candidates.

5) Manages candidate through selection process and act as a candidate advocate.

6) Initiates and drives special projects to elevate the recruiting process and implement creative methods to find top tier candidates.

7) Interacts with hiring leaders and human resource professionals to support the workforce planning needs of the business.

8) Tracks analytical data regarding all facets of the hiring process, to include sourcing effectiveness, offer rate, accept rate, time to fill and other analysis as needed.

9) Coordinates and attends recruiting events including job fairs, open houses, college fairs and community networking sessions.

10) Expertise in employment law as it relates to hiring and record keeping.

11) Maintains requisition folders ensuring compliance with all policies/procedures.

12) Updates Applicant Tracking System in a timely manner to ensure the system accurately reflects requisition and candidate activity.

Export Compliance / EEO Statement

This position may require access to and/or use of information subject to control under the Department of Energys 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.