Talent Management Consultant

Talent Management ConsultantAPS is looking for a Talent Management Consultant to serve as a trusted advisor to leaders across the organization. In this role, you'll partner with executives, HR Business Partners, and business leaders to strengthen leadership effectiveness, improve team performance, and drive organizational success through coaching, assessments, and strategic consulting. If you're passionate about leadership development, executive coaching, organizational effectiveness, and helping people reach their full potential, we'd love to hear from you.What You'll DoPartner with leaders and HR Business Partners to identify and solve leadership and organizational effectiveness challenges.Deliver leadership assessments and translate insights into practical development plans.Provide one-on-one coaching to senior leaders and high-potential talent.Facilitate workshops, team interventions, and leadership offsites focused on alignment, trust, accountability, and performance.Support succession planning and leadership development through data-driven recommendations.Measure the impact of coaching, assessments, and team effectiveness initiatives.Stay current on leadership and organizational development best practices to continuously enhance consulting outcomes.What You'll BringBachelor's degree in Business, Human Resources, Organizational Development, or a related field and 6 years of experience in talent management, organizational development, leadership consulting, executive coaching, or a related area. Equivalent combinations of education and experience totaling 10 years will be considered.Experience with leadership assessments, coaching frameworks, and organizational effectiveness strategies.Strong facilitation, consulting, and relationship-building skills.Ability to analyze complex information and translate it into actionable business insights.Coaching certification or assessment training required; ICF certification preferred.Major AccountabilitiesPartners with HR Business Partners and senior leaders to diagnose leadership, team, and organizational effectiveness needs.Provides strategic recommendations grounded in assessment data, behavioral science, and business context.Produces insights and executive-ready analysis to inform talent decisions, succession readiness, and leadership effectiveness strategies.Develops deep understanding of business strategy, operating challenges, and competitive dynamics to tailor leadership and team interventions.Applies systems thinking to identify root causes of performance barriers and designs targeted consulting solutions aligned with business priorities.Leads implementation, interpretation, and integration of leadership assessments (e.g., 360 feedback, psychometrics, potential frameworks).Delivers executive-level debriefs and translates data into actionable development plans.Ensures responsible and ethical use of assessment data in alignment with professional standards and organizational guidelines.Provides one-on-one coaching to senior leaders and high-potential talent to accelerate readiness, effectiveness, and behavioral growth.Supports leaders navigating transitions, scale, transformation, or team performance challenges.Tracks coaching outcomes and ensures measurable impact.Designs and facilitates team interventions, offsites, and leadership workshops to strengthen alignment, trust, accountability, and decision-making.Utilizes qualitative and quantitative data to diagnose team dynamics and implement targeted improvement strategies.Stays current on leadership research, assessment methodologies, and organizational effectiveness trends.Benchmarks practice against industry standards and incorporates evidence-based approaches to continuously elevate consulting quality and impact.Defines success metrics for coaching engagements, team interventions, and assessment initiatives.Partners with HR and business leaders to evaluate behavioral shifts, engagement indicators, succession readiness, and leadership capability growth.Collaborates with Talent Management, Learning & Development, HRBPs, and business leaders to integrate assessment insights into succession planning, development planning, and performance discussions.Contributes to enterprise talent strategy while maintaining primary focus on advisory execution.Contributes to the refinement of leadership frameworks, consulting tools, facilitation methodologies, and coaching resources.Identifies opportunities to improve talent advisory effectiveness and scale impact across the organization.Export Compliance / EEO StatementThis 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). In compliance with the Drug Free Workplace Act of 1988, the Company is committed to a work environment that is free from the effects of alcohol and controlled substances, and free from the abuse or inappropriate use of prescribed and over-the-counter medications. The Company requires employees to be subject to drug and alcohol testing that is job-related and consistent with business necessity, regulatory requirements and applicable laws.Hybrid: Employees in hybrid roles work both in their home offices (virtually) and alongside their colleagues (in person). In order for employees to build strong relationships and to promote meaningful in-person interactions, hybrid employees are expected to work about 40% of their time in-person at an APS or other (non-home office) location. Employees are expected to reside in Arizona (or New Mexico for Four Corners-based employees). Working from a home office requires adequate technology and an appropriate ergonomic set up. Role types are subject to change based on business need.