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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.

SUMMARY

Salt River Project’s (SRP) Senior Manager of Talent Acquisition provides leadership and strategic direction for talent acquisition and early talent strategies aligning with corporate priorities to drive organizational success. Reporting into the Director of Talent Management & Organizational Development Effectiveness, this role will build and sustain strong relationships with key stakeholders-including executives, hiring managers, HR business partners, and HR process owners-to gain deeper insights into workforce needs and talent gaps. Additionally, they will be accountable for overall design, implementation and evaluation of tailored recruiting plans and strategies that support a variety of business goals across the company.

EXPERIENCE

• A minimum of eight years of related experience in talent acquisition/recruiting, human resources, business administration, and/or talent management is required (if no degree, 12 years of relevant experience or an equivalent combination of education and related experience totaling 12 years).
• 3-5+ years of supervision/management experience.

EDUCATION

A bachelor’s degree related to the assignment from an accredited institution is preferred.

• Lead the design, development and execution of comprehensive talent acquisition and early talent planning strategies, programs, and processes establishing both short- and long-term plans to ensure the organization is poised for sustainable growth.
• Establish and drive long term TA strategy that supports our salaried and hourly/union workforce.
• Partner with executives to understand business strategy and talent requirements needed for a future ready workforce.
• Acts as a strategic advisor and thought leader to business leadership, providing data-driven insights (e.g., analysis of internal talent demand, external labor market intelligence, etc.) and innovative talent best practices that align with and support a variety of recruiting and sourcing needs/priorities.
• Create a strong, impactful candidate and new-hire experience (through first day onboarding) for prospective SRP employees.
• Anticipate customer/stakeholder needs and exemplify service excellence by fostering a customer-focused mindset across all talent acquisition touchpoints, including candidates, hiring managers, and executive leaders.
• Enhance TA operations by leading end-to-end process improvements, implementing technology upgrades, and exploring innovative solutions such as AI-driven tools.
• Establish and manage recruiting vendor relationships.
• Lead and champion recruitment marketing initiatives to ensure alignment with SRP’s brand identity and organizational vision.
• Cultivate and manage external partnerships with universities, academic institutions, professional associations, community and early career-focused organizations to expand the pipeline of qualified/emerging talent.
• Lead the collection, evaluation, analysis, and presentation of data resulting from recommended solutions/programs for HR and business leadership to aid in talent prioritization and decision-making.
• Monitor key metrics (e.g., time to fill, time to hire, applications per requisition, candidate experience, etc.) to ensure alignment with organizational goals and provide subject matter expertise with clients to help describe industry trends, best practices.
• Lead and inspire a high-performing Talent Acquisition team of 18+ (Operations Manager, Talent Acquisition Partners, Early Talent professionals and Coordinators) setting strategic priorities and objectives and developing resource and operational plans to achieve organizational goals.
• Coach, empower and support the Talent Acquisition team to ensure they have the tools, skills, and resources for success, while promoting well-being and professional growth
• Stay current on organizational and HR strategy and goals, key business drivers, and new and ongoing corporate initiatives to ensure alignment of TA solutions and programs.
• Oversee project teams, change management, contract workers/consultants/vendors, and other project team members to ensure appropriate resourcing, project/program and organizational goals are met.
• Work with other departments and leaders to develop program plans and budgets and manage project interdependencies.
• Stay current with TA/TM professional organizations, industry and employer groups, governmental agencies, and community organizations to inform internal practice.