Manager, Talent Acquisition & Pipeline Development

We are currently seeking a talented individual for the position of Manager, Talent Acquisition & Pipeline Development. The Manager of Talent Acquisition & Pipeline Development is responsible for working with senior leadership to develop an effective Talent Acquisition strategy that includes identifying and attracting top-performing professionals and/or skilled craft and trade individuals to fill job openings and (co)building a strong employer brand. They establish recruiting strategies to ensure a successful search in a given time frame for Classified (represented) and Unclassified (non-represented) levels within the organization in accordance with labor laws and compliance requirements. They establish and develop Pipeline Development strategies to ensure effective pipelines for specific talent needs within the organization that also anticipates future needs.

 Position Description

Work with senior leadership to develop an effective Talent Acquisition (TA) strategy that includes identifying and attracting top-performing professionals and/or skilled craft and trade individuals to fill job openings and (co)building a strong employer brand.  Establish recruiting strategies to ensure a successful search in a given time frame, for Classified (represented) and Unclassified (non-represented) levels within the organization in accordance with labor laws and compliance requirements.  Establish and develop Pipeline Development strategies to ensure effective pipelines for specific talent needs within the organization that also anticipates future needs.

Position-Related Responsibilities

• Acquire an in-depth understanding of the competitive talent landscape and design an enterprise talent acquisition strategy that attracts and closes top talent (e.g.,  employment   branding, marketing, attraction, sourcing, pipeline development, etc.)

• Lead the design, development, implementation, and management of programs, policies, processes, and strategies tailored to meet talent acquisition needs and  pipeline program goals.

• Plan, lead, and evaluate the effectiveness of short- and long-term pipeline planning efforts and programs, including outreach initiatives for students, educators,  Veterans, individuals with disabilities, women in craft and trade, and STEM initiatives. Implement change strategies as  needed.

• Partner with the Talent Development team to understand and deliver on workforce and succession plans as part of long-range TA planning.

• Partner with HR Business Partners (HRBP) and organizational leaders to develop relationships and deep knowledge of current business needs and  future staffing requirements.

• Work with HR leadership to define candidate experience goals, then educate and partner with hiring managers and the HR team to ensure consistent and active  alignment of processes and behaviors.

• Participate in the TA process by actively acquiring talent through the full cycle recruitment process, including sourcing, screening, selecting, hiring and onboarding  employees, as needed. 

• Represent UNS at a variety of recruiting events and speak publicly at educational institutions, career fairs, Veteran outreach events and more to build effective  pipeline programs.

• Assist in large community events connected to pipeline planning efforts, such as the Arizona Construction Career Days Event.  Evaluate these connections and  establish trends and statistics in hiring practices to demonstrate effectiveness.

• Develop strong business partnerships and relationships within the community in the development of pipeline planning activities.

• Build and promote the TEP Employer brand in all communication media to attract top talent.

• Manage vendor relationships and processes related to talent acquisition of embedded contract workers including developing and managing scopes of work and  sourcing talent to fulfill these needs.

• Ensure compliance with applicable employment laws, regulations, and collective bargaining agreements (e.g., developing Affirmative Action Plans; maintaining  knowledge and understanding of laws, regulations, hiring practices, and trends; guiding leaders in the application of TA-related processes).

• Promote equal opportunity and diversity, equity & inclusion through hiring practices and sourcing of candidates. Evaluate processes for any potential bias and to  ensure equal opportunity and compliance in each aspect of the sourcing and selection processes.

• Using leading practices for TA performance measurement, define, track, prepare, and present key metrics that measure and predict TA-related activity and team  performance; customize reporting to audience, including designing dashboards for executive leadership.

• Manage software requirements and standards for the Applicant Tracking System including establishing the appropriate standards and best practices through the  sourcing and recruitment process.

• Partner with HRBPs and HR Centers of Expertise (COE's) to conduct root cause analysis and develop solutions to business challenges that  involve talent acquisition processes.

• Develop and institute training for HR business partners, hiring managers, and interview panels on TA-related processes (e.g., developing interview questions,    interviewing, legal considerations, etc.)

• Contribute to the development and maintenance of accurate job descriptions which support attraction, career mobility and retention.

• This position may provide services to affiliates of the Company subject to the UNS Energy Code of Conduct and the related Policies and Procedures.

Knowledge, Skills & Abilities 

• Bachelor of Arts degree in Human Resources, Business Administration, or related discipline and seven (7) or more years of experience in Talent  Acquisition/Recruitment are required. Experience should include at least three (3) years supervising a team and leading a Talent Acquisition function, including  considerable knowledge of the principles, methods, and procedures utilized in recruitment, assessment, and employee selection. May substitute an equivalent combination of education and experience sufficient to successfully perform the position job responsibilities.

• Demonstrated experience with developing sourcing, recruiting and pipeline strategies in multiple disciplines at all position levels.

• A thorough knowledge of applicable federal and state employment and labor laws and regulations, such as NLRA, FLSA, EEO reporting, ERISA, Affirmative  Action, Equal Employment Opportunity, FMLA, etc.

• Leadership skills: ability to lead people, coach and mentor staff in multiple locations; ability to execute strategic planning; and ability to apply continuous  improvement/productivity initiatives.

• Communication skills: ability to read, analyze and interpret governmental regulations; ability to write reports, business correspondence and procedure manuals;    ability to speak effectively, present information and respond to questions from employees at all levels; ability to communicate with quality, integrity and respect in a  way that encourages others.  Must have high level of interpersonal skills to handle sensitive and confidential situations. Position continually requires demonstrated  poise, tact and diplomacy.

• Reasoning skills: ability to define problems, collect and synthesize data, establish facts and draw valid conclusions. Ability to set priorities and execute on  commitments.

• Computer skills: exposure to a networked environment using a Windows interface, proficient in Excel, Word and PowerPoint, ability to use Enterprise-wide    information systems such as Workday.  Design and train users on Applicant Tracking System processes, best practices and standards.

• Time management and organizational skills: ability to apply flexibility and adaptability to changing priorities and assignments; strong planning and organizational  skills.

• Excellence behaviors: remain engaged, proactive and positive even in tough circumstances; own assignments and be fully accountable for their success; align actions, behaviors and conversations to what matters most; bring out the best in others and recognize the value in every person's contributions; ability to work independently being proactive to resolve work issues or notify supervisor of resources needed; ability to coordinate with other employees and as part of a team.

(Equivalent combination of education and experience will be considered)