Enterprise Talent Programs Manager

APS • Phoenix, AZ

1d • Hybrid

About The Position

The Talent Management Program Manager plays a critical role in strengthening APS’s leadership pipeline and long‑term enterprise performance. This role leads the design, oversight, and continuous improvement of core talent processes; including performance management, succession planning, talent assessments, and executive development, ensuring they are consistent, data‑informed, and aligned to business strategy. By combining strong governance, clear executive communication, and forward‑looking talent insights, this role helps APS build leadership continuity, accelerate readiness, and support the communities we serve.

What Your Day Would Be Like:

Providing enterprise oversight of performance management and succession planning processes, ensuring clarity, consistency, and accountability across APS
Partnering with senior leaders to translate talent data, assessments, and trends into meaningful insights that support leadership decisions and future workforce needs
Designing and refining talent programs using best practices, continuous improvement principles, and lessons learned from enterprise feedback
Developing clear, executive‑level communications that explain talent outcomes, risks, and opportunities in a concise and actionable way
Applying a data‑savvy mindset, including emerging AI-enabled tools and analytics to strengthen talent forecasting, readiness planning, and strategic decision-making

Requirements

• Experience leading or overseeing enterprise‑level talent programs such as performance management, succession planning, talent assessments, or executive development
• Strong ability to balance strategic design with operational execution, governance, and process improvement
• Comfort working with talent data, dashboards, or analytics to identify trends, risks, and opportunities
• Ability to communicate complex talent insights clearly to executives and business leaders
• Curiosity and awareness around AI and emerging technologies, with the ability to apply them thoughtfully in the talent management space
• Bachelors degree in Business Administration, Human Resources Management or related discipline from an accredited college or university
• PLUS eight (8) years relevant work experience in functional area: Workforce Planning, Diversity, Performance Management Systems, Leadership Development, Change Management, Communications or Employee Engagement.
• In lieu of bachelor's degree, a combination of college coursework and/or relevant HR experience equaling twelve (12) years is required.

Nice To Haves

• General knowledge of various HR functions and business processes.
• Strong understanding of applicable HR related federal and state laws and regulations.
• Strong MS Office (Excel and PowerPoint), project and change management a must.
• Strong analytical and strategic design skills with the ability to see beyond immediate issues to drive sound decision-making.
• Excellent verbal and written communication skills as well as strong presentation and facilitation skills.
• Must have the ability to synthesize complex information and convey in a clear and concise manner.
• Strong organizational skills and ability to plan and manage independent project work.
• Capable of managing multiple projects while remaining responsive and customer focused.

Responsibilities

• Owns the strategy, design, implementation, and continuous improvement of the enterprise performance management framework. Ensures alignment with business strategy, workforce planning, and rewards philosophy. Leads annual goal-setting, mid-year, year-end, and calibration processes to drive clarity, accountability, and performance differentiation.
• Designs and governs the enterprise succession planning framework, including talent review cadence, readiness criteria, and bench strength standards. Facilitates executive-level talent reviews and calibration sessions. Identifies leadership pipeline risks and develops mitigation strategies in partnership with HRBPs and senior leaders.
• Oversees enterprise assessment strategy, including selection, governance, and integration of tools (e.g., 360s, potential frameworks, psychometrics). Ensures assessment data informs succession, promotion, and development decisions. Maintains ethical and compliant use of assessment practices.
• Leads strategy and administration of executive education and nomination-based development programs (including partnerships with institutions such as Harvard Business School, Stanford Graduate School of Business, and Wharton School). Establishes transparent nomination criteria aligned to succession priorities and evaluates return on investment and leadership impact.
• Develops and delivers enterprise talent dashboards and insights related to performance distribution, succession health, promotion velocity, internal mobility, and leadership pipeline strength. Produces executive-ready reporting to inform strategic workforce decisions and mitigate organizational risk.
• Ensures performance management, succession planning, and executive development processes comply with applicable laws, internal policies, and risk management standards. Maintains data integrity, audit readiness, and governance documentation.
• Manages full lifecycle of assigned talent programs, including process design, communications, stakeholder engagement, and technology enablement. Defines key performance indicators and service-level expectations. Leads continuous improvement initiatives to enhance user experience, efficiency, and enterprise impact.
• Partners closely with HR Business Partners, Compensation, Learning & Development, Workforce Planning, Legal, and senior leadership to ensure alignment of talent systems with business priorities. Serves as the enterprise subject matter expert for performance and succession architecture.
• Develops and manages program budgets, forecasting, vendor relationships, and external partnerships. Conducts cost-benefit analysis and ensures responsible investment in executive development and assessment tools.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Number of Employees: 1,001-5,000 employees