Contingent Workforce Specialist in PHOENIX, Arizona

Contingent Workforce Specialist

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Date: Dec 30, 2024

Location: PHOENIX, AZ, US, 85004-3903

Company: APS

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.

Summary

Participates in the daily operations and support of hiring managers and suppliers in all stages of contingent labor process (request to invoicing) to ensure successful fulfillment of contingent workforce requests. The Contingent Workforce Specialist will perform program daily operations via the vendor management software (VMS) as part of the requesting, onboarding, managing and offboarding steps. Will partner closely with suppliers to identify candidates and help to creatively problem solve while still using sound business judgment to mitigate risk. Builds and maintains strong internal cross-functional partnerships, including with the companys Contingent Workforce team and with process stakeholders.

Minimum Requirements

BS/BA equivalency or an equivalent combination of four years relevant business work experience and relevant college coursework in business, supply chain or a related area.

General understanding of business unit and operational knowledge including functions, procedures, processes, and software.

Some project/team experience and ability to prioritize work.

Demonstrated analytical ability to review data, identify issues, and see relationships and patterns. Experience participating in projects and identifying and resolving issues is preferred. Proficient in PC applications including advanced skill level in Microsoft Excel, Access, and Word.

Preferred Special Skills, Knowledge or Qualifications:

Knowledge of applicable federal and state labor and tax laws, regulations, and standards impacting business unit business areas.

Basic knowledge of emerging practices and technologies used within the area.

Demonstrated communication skills, both verbal and written.

Good customer service, organizational, and analytical skills and demonstrated ability to manage customer expectations.

Major Accountabilities

1) Processes requests to on-boarding, extend, terminate the contingent workers.

2) Engages with managers to advise, educate, influence, and ensure compliance related to Contingent Workforce processes.

3) Facilitates Q&A from suppliers, hiring managers and issues related to labor time entry and approval.

4) Supports the recruiting process, i.e. open requests, drive in-take meetings with hiring managers, partner with suppliers to provide the right caliber of sourced candidates.

5) Ensures timely and accurate invoice processing.

6) Collaborates with cross-functional partners such as Legal, Human Resources Business Partners, and other stakeholder teams to ensure contingent worker program consistency and compliance.

7) Works to resolve VMS related issues. May test software updates and participate in new software implementation.

8) May act as a backup to support various functions throughout the department.

9) Assist with program reporting to internal partners and compliance.

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.

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.