Recruiting Specialist (Palo Verde)

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Date: Mar 11, 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 Recruiting Specialist fosters relationships with hiring managers, candidates, and team members to effectively develop and execute proactive sourcing and pipeline plans while managing the overall recruiting lifecycle to fil vacant roles within the company. Recruiting Specialists are assigned entry level and/or high volume, may involve recruiting processes that are procedural, and can be filled using conventional recruiting tactics. This role may participate in special projects or support recruiting coordination such as interview scheduling and onboarding, as needed.

Minimum Requirements

Bachelor's degree or an equivalent combination of four (4) years relevant work experience in Human Resources, Business Management, or a related area. In addition, a minimum of one (1) year of human resource experience is required.

Nuclear requirement: Any PVNGS 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.

Major Accountabilities

1) Consults with hiring leaders and human resource professionals to develop hiring strategies and plans that support workforce needs.

2) Creatively source high caliber candidates by maximizing sourcing strategies.

3) Reviews / screens resumes and presents top candidates to hiring leaders.

4) Manages candidates throughout the recruitment lifecycle while ensuring a positive end-to-end experience.

5) Partners with TA leadership to effectively monitor, track and trend metrics and KPIs related to assigned roles.

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

7) Adheres to all established practices and standards while ensuring compliance with all Federal and State laws. APS policies, and procedures

8) Completes assigned work in applicant tracking system to ensure requisition and candidate activity is reflected accurately.

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

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 Role:

This position combines working in the office and at home, based on the needs of the business. The schedule will be determined with the hired employee and leadership, but the ultimate decision is the company's.

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.