What are the responsibilities and job description for the Talent Management HR Specialist position at Salt River Project?
Location:
Tempe, AZ, US
Date: Jul 16, 2026
Requisition ID: 20351
Join us in building a better future for Arizona!
SRP is one of the largest public power and water utilities in the U.S. providing electricity to approximately one million customers in the greater metropolitan Phoenix area. Since its founding in 1903, SRP has fostered a culture of stewardship and customer service consistently ranking as an industry leader in customer service according to J.D. Power and named one of Arizona's best employers by Forbes. SRP continues to adapt to its changing business environment by seeking innovative ways to reimagine utility service and the provision of critical resources essential to the life and economy of Arizona.
Why Work at SRP
At SRP, we foster an inclusive work environment and believe everyone should have a fair chance to work, regardless of who they are. That’s why we value teams with diverse perspectives, experiences, and backgrounds to help SRP deliver on its mission of providing reliable, affordable and sustainable water and power.
SRP's success is rooted in our employees' happiness, health, and safety. That's why we offer a comprehensive benefits package to meet the needs of our employees and enhance their well-being. In addition to competitive pay and performance incentives, eligible employees can take advantage of the following benefits:
Pension Plan (at no cost to the employee)
401(k) plan with employer matching
Available your first day: 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
Summary
The Talent Management HR Specialist advances the execution of enterprise talent programs, with a primary focus on performance management and succession planning. This role applies strong analytical thinking to interpret program data, identify trends and issues, and generate actionable insights and recommendations to inform talent decisions and support program direction.
Reporting to the Senior Manager, this position partners closely with Program Managers to enable the execution and continuous improvement of enterprise talent programs through collaboration with HR Business Partners and Centers of Expertise to ensure consistent, high-quality delivery.
The role blends sound judgment and autonomy with data analysis, program execution, and cross-functional coordination to strengthen talent outcomes and advance enterprise priorities.
What You'll Do
Execute key components of performance management and succession planning programs, including timelines, deliverables, and stakeholder coordination
Partner with Program Managers to operationalize program plans and ensure consistent application of processes across business groups
Monitor and track progress across talent cycles, identifying risks or delays and escalating as appropriate
Maintain and manage program data, ensuring accuracy, completeness, and readiness for reporting and analysis
Analyze program data to identify trends, inconsistencies, and gaps; sharing insights and recommendations with Program Managers
Prepare and distribute recurring and ad hoc reports, dashboards, and status updates for stakeholders
Translate data into actionable insights and recommended actions to improve program effectiveness
Coordinate and drive cross-functional deliverables, maintaining visibility into progress and key dependencies
Analyze and validate talent program data, e.g., performance ratings, succession slates, and other inputs, to identify trends, risks, gaps, and decision impacts
Provide data-driven insights to support Program Managers and HR partners in talent discussions and decision-making
Perform other duties and responsibilities as assigned
Education
A bachelor's degree relevant to the assignment from an accredited institution is preferred.
Experience
Minimum 2 years of relevant experience required. In lieu of a degree, 6 years of relevant experience or an equivalent combination of education and experience totaling 6 years may be considered.
Additional Requirements and Qualifications
Bachelor's degree in human resources, Business, or a related field from an accredited institution is preferred
A minimum of 3 to 5 years of relevant HR experience (HR Analyst, HR Generalist, or similar role preferred)
Experience supporting talent management programs in a corporate HR environment
HR certification (PHR, SHRM-CP, or equivalent) is a plus
Strong proficiency in Microsoft 365, including CoPilot, Excel (data tracking, reporting, analysis) and PowerPoint
Familiarity with data visualization tools (e.g., Power BI) is a plus
Experience supporting talent management processes (performance management or succession planning) preferred
Strong understanding of HR fundamentals, including the employee lifecycle and organizational structures
Experience working with HR stakeholders (HR Business Partners and HR Centers of Expertise)
Familiarity working with HRIS systems; SAP SuccessFactors experience is a plus
Ability to analyze data, identify trends or inconsistencies, and communicate findings clearly
Strong organizational skills and ability to manage multiple priorities and deadlines
High attention to detail, and an ability to handle sensitive information with confidentiality
Self-motivated, dependable, and eager to learn and grow within Talent Management
Approaches work with curiosity and a proactive, improvement-focused mindset
Hybrid Workplace
SRP currently offers a hybrid workplace, which allows employees whose jobs can be performed remotely, and who have sufficient technical capability, to telework up to three days per week. Although teleworking is available, all employees must live and work in Arizona.
Drug/Alcohol Policy Statement
To promote the safety and well-being of our employees, customers, and the communities we serve, SRP is committed to maintaining a drug/alcohol free work environment. Although marijuana may now be legal in Arizona, except as otherwise specified under Arizona law, SRP considers it to be an illegal drug for the purpose of our drug/alcohol policy because marijuana remains illegal at the federal level. Any candidate found to be impaired during the hiring process or who has the presence of an illegal drug or unauthorized substance in their system during the pre-employment drug/alcohol test may be disqualified from further consideration in the hiring process.
Equal Opportunity Employer Statement
Salt River Project (SRP) is committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, military status, or any other protected status under applicable federal, state or local law.
Work Authorization
All candidates must be legally authorized to work in the United States.
Currently, SRP does not sponsor H1B visas, OPT, or other employment-related visa's.
Nearest Major Market: Phoenix
Tempe, AZ, US
Date: Jul 16, 2026
Requisition ID: 20351
Join us in building a better future for Arizona!
SRP is one of the largest public power and water utilities in the U.S. providing electricity to approximately one million customers in the greater metropolitan Phoenix area. Since its founding in 1903, SRP has fostered a culture of stewardship and customer service consistently ranking as an industry leader in customer service according to J.D. Power and named one of Arizona's best employers by Forbes. SRP continues to adapt to its changing business environment by seeking innovative ways to reimagine utility service and the provision of critical resources essential to the life and economy of Arizona.
Why Work at SRP
At SRP, we foster an inclusive work environment and believe everyone should have a fair chance to work, regardless of who they are. That’s why we value teams with diverse perspectives, experiences, and backgrounds to help SRP deliver on its mission of providing reliable, affordable and sustainable water and power.
SRP's success is rooted in our employees' happiness, health, and safety. That's why we offer a comprehensive benefits package to meet the needs of our employees and enhance their well-being. In addition to competitive pay and performance incentives, eligible employees can take advantage of the following benefits:
Pension Plan (at no cost to the employee)
401(k) plan with employer matching
Available your first day: 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
Summary
The Talent Management HR Specialist advances the execution of enterprise talent programs, with a primary focus on performance management and succession planning. This role applies strong analytical thinking to interpret program data, identify trends and issues, and generate actionable insights and recommendations to inform talent decisions and support program direction.
Reporting to the Senior Manager, this position partners closely with Program Managers to enable the execution and continuous improvement of enterprise talent programs through collaboration with HR Business Partners and Centers of Expertise to ensure consistent, high-quality delivery.
The role blends sound judgment and autonomy with data analysis, program execution, and cross-functional coordination to strengthen talent outcomes and advance enterprise priorities.
What You'll Do
Execute key components of performance management and succession planning programs, including timelines, deliverables, and stakeholder coordination
Partner with Program Managers to operationalize program plans and ensure consistent application of processes across business groups
Monitor and track progress across talent cycles, identifying risks or delays and escalating as appropriate
Maintain and manage program data, ensuring accuracy, completeness, and readiness for reporting and analysis
Analyze program data to identify trends, inconsistencies, and gaps; sharing insights and recommendations with Program Managers
Prepare and distribute recurring and ad hoc reports, dashboards, and status updates for stakeholders
Translate data into actionable insights and recommended actions to improve program effectiveness
Coordinate and drive cross-functional deliverables, maintaining visibility into progress and key dependencies
Analyze and validate talent program data, e.g., performance ratings, succession slates, and other inputs, to identify trends, risks, gaps, and decision impacts
Provide data-driven insights to support Program Managers and HR partners in talent discussions and decision-making
Perform other duties and responsibilities as assigned
Education
A bachelor's degree relevant to the assignment from an accredited institution is preferred.
Experience
Minimum 2 years of relevant experience required. In lieu of a degree, 6 years of relevant experience or an equivalent combination of education and experience totaling 6 years may be considered.
Additional Requirements and Qualifications
Bachelor's degree in human resources, Business, or a related field from an accredited institution is preferred
A minimum of 3 to 5 years of relevant HR experience (HR Analyst, HR Generalist, or similar role preferred)
Experience supporting talent management programs in a corporate HR environment
HR certification (PHR, SHRM-CP, or equivalent) is a plus
Strong proficiency in Microsoft 365, including CoPilot, Excel (data tracking, reporting, analysis) and PowerPoint
Familiarity with data visualization tools (e.g., Power BI) is a plus
Experience supporting talent management processes (performance management or succession planning) preferred
Strong understanding of HR fundamentals, including the employee lifecycle and organizational structures
Experience working with HR stakeholders (HR Business Partners and HR Centers of Expertise)
Familiarity working with HRIS systems; SAP SuccessFactors experience is a plus
Ability to analyze data, identify trends or inconsistencies, and communicate findings clearly
Strong organizational skills and ability to manage multiple priorities and deadlines
High attention to detail, and an ability to handle sensitive information with confidentiality
Self-motivated, dependable, and eager to learn and grow within Talent Management
Approaches work with curiosity and a proactive, improvement-focused mindset
Hybrid Workplace
SRP currently offers a hybrid workplace, which allows employees whose jobs can be performed remotely, and who have sufficient technical capability, to telework up to three days per week. Although teleworking is available, all employees must live and work in Arizona.
Drug/Alcohol Policy Statement
To promote the safety and well-being of our employees, customers, and the communities we serve, SRP is committed to maintaining a drug/alcohol free work environment. Although marijuana may now be legal in Arizona, except as otherwise specified under Arizona law, SRP considers it to be an illegal drug for the purpose of our drug/alcohol policy because marijuana remains illegal at the federal level. Any candidate found to be impaired during the hiring process or who has the presence of an illegal drug or unauthorized substance in their system during the pre-employment drug/alcohol test may be disqualified from further consideration in the hiring process.
Equal Opportunity Employer Statement
Salt River Project (SRP) is committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, military status, or any other protected status under applicable federal, state or local law.
Work Authorization
All candidates must be legally authorized to work in the United States.
Currently, SRP does not sponsor H1B visas, OPT, or other employment-related visa's.
Nearest Major Market: Phoenix