Arizona Public Service Rewards Consultant in PHOENIX, Arizona
Apply now »
Date: Jan 24, 2023
Location: PHOENIX, AZ, US, 85004-3903
Arizona Public Service generates clean, reliable and affordable energy for 2.7 million Arizonans. Our service territory stretches across the state, from the border town of Douglas to the vistas of the Grand Canyon, from the solar fields of Gila Bend to the ponderosa pines of Payson. As the state’s largest and longest-serving energy provider, our more than 6,000 dedicated employees power our vision of creating a sustainable energy future for Arizona.
Since our founding in 1886, APS has demonstrated a strong commitment to our customers in one of the country’s fastest growing states, earning a reputation for customer satisfaction, shareholder value, operational excellence and business integrity.
Our present and future success depends on the creative and dedicated people of our company who demonstrate the principles outlined in the APS Promise: Design for Tomorrow, Empower Each Other and Succeed Together.
Administers compensation programs, policies, and processes that attract and retain the organizations talent, ensuring alignment with organizational goals and compliance with applicable regulations.
Participates in the design, implementation and communication of base, short-term incentive, and recognition program to ensure market competitiveness and alignment with the Company's strategy and Total Rewards philosophy.
Under moderate supervision, consults with HR Business Partners, business unit leadership and Talent Acquisition regarding rewards strategies and processes and practices related to hiring, retention, job design, and organization restructuring.
Conducts analysis and develops market competitive compensation recommendations and solutions for a single large complex business unit or a combination multiple organizations of small to moderate scope or complexity.
Manage the day-to-day and/or annual administration of compensation administration programs including annual incentive, merit planning, general wage increase, survey participation, compensation database maintenance, etc., and contributes to the ongoing process improvement of same.
Bachelors degree in Business Administration, Human Resources, Finance or other job-related field from an accredited college or university plus six (6) years of professional level experience in compensation design and implementation.
In lieu of bachelor's degree, combination of college coursework and/or experience in compensation design and implementation positions equaling 10 years required.
Preferred Special Skills, Knowledge or Qualifications
Ability to effectively consult and negotiate with all levels of management for solutions to complex problems.
Demonstrated strong analytical skills with the ability to perform independent in-depth analysis.
Proficient using PC and data base programs (MS Office - Excel, Word and PowerPoint or similar software).
Advanced Excel modeling skills (ability to create spreadsheets, graphs, pivot tables, v-look ups).
Good project management skills.
High attention to detail and accuracy.
Knowledge of federal and state wage and hour laws required.
PeopleSoft experience preferred.
CCP certification preferred.
1) Consults with HR Business Partners and business unit leaders on organizational changes, creation or revisions to jobs, job/pay changes for employees, total rewards competitiveness, and other compensation-related issues.
2) Employs existing compensation strategies and solutions to ensure business unit compensation decisions and practices are aligned to the competitive market.
Contributes to the development of new strategies, concepts, techniques, standards and solutions.
3) Manage the day-to-day and/or annual administration of compensation administration programs including annual incentive, merit planning, general wage increase, survey participation, compensation database maintenance (MarketPay), etc., and contributes to the ongoing process improvement of same.
4) Reviews pay exceptions such as proposed market salary adjustments and internal equity issues and provide salary recommendations to business unit.
5) Conducts various detailed costing and analyses to assess market competitiveness and to identify financial impact for compensation programs.
Conducts various analyses as necessary to assess employee pay (i.e. total cash compensation, assessment of incentive plan performance, incentive modeling, etc.).
6) Produces and presents written and oral presentations of data analysis and business information which enables effective decision making by business unit leadership
7) Ensures adherence to federal, state, and local compensation related regulations and provide appropriate counsel to management to ensure compliance.
Identifies areas of noncompliance and works with management to take corrective action.
LAST REVISION DATE: 09/20/2021
Export Compliance / EEO Statement
This position may require access to and/or use of information subject to control under the Department of Energy's Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, 'U.S. Export Control Laws'). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident (i.e. 'Green Card Holder'), a Political Asylee, or a Refugee under the U.S. Export Control Laws. All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors. For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person.
Pinnacle West Capital Corporation and its subsidiaries and affiliates ('Pinnacle West') maintain a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law.
For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster. View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA).
Arizona Public Service is a smoke free workplace.
This position is not required to be performed at a specific APS facility as long as adequate technology and a solid ergonomic set up are present. Pending agreement with leadership, employees hired into this role will be able to choose where they prefer to perform their work. Employees will have two options to choose from:
APS office based: The employee prefers to work most of the time from an APS facility.
Home based: The employee prefers to work most of the time from his/her home.
*Employees in Flex roles are required to reside in Arizona (or NM for Four Corners-based employees). Role types are subject to change based on business need.