Enterprise Talent Strategy & Programs Manager

APS•Phoenix, AZ

10d•Hybrid

About The Position

At APS, we’re looking for a Talent Strategy & Programs Manager who can bring structure, clarity, and data-driven insight to how we assess, develop, and plan for our workforce. This role is about building and running the enterprise processes that drive leadership decisions. You’ll own and evolve core talent processes like performance management, succession planning, and talent reviews, ensuring they are consistent, scalable, and grounded in meaningful data. You’ll partner directly with senior leaders to translate talent insights into action, helping APS build a stronger leadership pipeline and make smarter workforce decisions. This is a high-impact role for someone who enjoys connecting data, processes, systems, and strategy to drive real business outcomes.

Requirements

Has owned or heavily supported enterprise talent processes (performance cycles, succession planning, talent reviews)
Is comfortable working with data, dashboards, and talent analytics (SuccessFactors/Oracle HCM, Power BI, Tableau, etc.)
Thinks in terms of systems, workflows, and process design, not just programs
Can translate talent data into clear, executive-ready insights
Has worked in a complex, multi-business or regulated environment
Leverages AI and predictive analytics in workforce planning
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

Own and mature the enterprise performance and talent review cycle (9-box, succession planning, calibration)
Establish and maintain governance, standards, and operating cadence for talent processes
Translate talent data into clear executive insights, dashboards, and recommendations
Identify gaps in leadership pipeline strength using data, not anecdote
Drive continuous improvement of systems, workflows, and decision frameworks
Partner with HRIS and analytics teams to improve data quality, reporting, and visibility
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.