Professional Development Program Manager

SRP • Tempe, AZ

1d • Hybrid

About The Position

The Professional Development Program Manager is responsible for designing, managing, and continuously improving programs that advance employee growth across the organization. This role serves as a key architect of our professional development ecosystem - partnering closely with business unit leaders, HR Business Partners, and subject matter experts throughout the company to identify development needs and translate them into high-impact programs for employees at all levels. The ideal candidate brings a strong program management discipline, passion for people development, and familiarity with the unique workforce dynamics of the utility sector.

Requirements

• Minimum 5 years of relevant experience required.
• In lieu of a degree, 9 years of relevant experience or an equivalent combination of education and experience totaling 9 years may be considered.

Nice To Haves

• Minimum of 5 –7 years of progressive experience in learning & development, talent management, or organizational effectiveness, with at least 3 years in a program management capacity, is preferred.
• Professional certification in human resources or learning and development is preferred: Senior Professional in Human Resources (SPHR), Certified Professional in Training Management (CPTM), SHRM-CP/SCP, or similar.
• Demonstrated ability to design, manage, and evaluate professional development programs for diverse, multi-level employee populations.
• Strong project management skills with a proven ability to manage multiple programs simultaneously in a fast-paced environment.
• Experience with competency frameworks, succession planning processes, or organizational capability assessments.
• Familiarity with workforce analytics and experience using data to drive program decisions and communicate impact.

Responsibilities

• Design, implement, and oversee a comprehensive suite of professional development programs, including skills and competency development, mentoring and coaching initiatives, and career pathing tools.
• Conduct needs analyses in partnership with HR Business Partners and operational leaders to identify skill gaps and development priorities aligned with company strategy.
• Build and maintain an annual professional development calendar, coordinating resources, facilitators, and delivery platforms across the organization.
• Manage end-to-end program logistics including curriculum development, scheduling, vendor coordination, participant communications, and evaluation.
• Benchmark programs against industry best practices from peer utilities, energy associations, and leading L&D organizations to ensure competitive program quality.
• Develop or curate blended learning content - including e-learning, instructor-led workshops, virtual sessions, job aids, and on-the-job learning experiences - appropriate for diverse employee populations including corporate and operations staff, and technical professionals.
• Partner with internal subject matter experts and external vendors to develop learning content covering topics such as agility/speed, empowerment/decision-making, open and honest communication, accountability, innovation, critical thinking, and energy transition skills.
• Leverage learning management system (LMS) platforms to deploy, track, and report on program participation, completion, and effectiveness.
• Build trusted relationships with department managers, supervisors, and executives to champion a culture of continuous learning and development.
• Serve as a visible internal consultant on employee development, offering guidance on career development planning, individual development plans (IDPs), and succession readiness.
• Collaborate with the Talent Acquisition team to ensure onboarding and early career programs effectively transition new hires into productive, engaged employees.
• Represent the company’s L&D function in industry forums and utility associations to stay current on emerging trends and share best practices.
• Develop and implement program evaluation frameworks to measure learning effectiveness, behavior change, and business impact.
• Produce regular status updates and reporting for HR leadership and senior management on program participation, outcomes, and return on investment.
• Use data and participant feedback to continuously refine and improve program design, delivery methods, and content quality.
• Manage the annual professional development budget; track expenditures and ensure programs are delivered on time and within budget.
• Identify, evaluate, and manage external vendors, training providers, and consultants; negotiate contracts and ensure vendor performance meets organizational expectations.

Benefits

• Pension Plan (at no cost to the employee)
• 401(k) plan with employer matching
• Medical, vision, dental, and life insurance
• Over 200+ hours of PTO (includes vacation days, holidays, floating holidays, and sick leave)
• Parental leave (up to 4 weeks) and adoption assistance
• Wellness programs (including access to a recreation and fitness facility)
• Short and long-term disability plans
• Tuition assistance for both undergraduate and graduate programs
• 10 Employee Resource Groups for career development, community service, and networking

What This Job Offers

• Job Type: Full-time
• Career Level: Manager