Manager, Talent Acquisition & Pipeline Development

Position Overview The Talent Acquisition & Pipeline Development Manager partners with senior leadership to develop and execute a Talent Acquisition (TA) strategy that strengthens the company’s employer brand and attracts high-performing leaders, professionals, and skilled craft/trade talent. This role leads a team of talent acquisition partners to conduct effective searches and fill classified (represented), unclassified (nonrepresented) and leadership positions in alignment with labor laws, compliance requirements, and organizational values. The Manager collaborates closely with the Talent Development team, HR colleagues, and business stakeholders to build and maintain a high-quality talent pipeline that anticipates future workforce needs and supports the company’s long‑term growth. What you will do Serve as a key member of a dynamic HR Leadership Team that invests in partnerships and strategies where people and performance thrive. Co-create and implement transformative talent acquisition and pipeline development solutions that position our workforce to meet current and future business objectives. Grow yourself and elevate others leading from a place that aligns people, performance and culture. Partner with business and HR leaders to translate workforce needs into role priorities, hiring plans, and pipeline strategies. What you bring Demonstrated change leadership and resilience, with the ability to navigate ambiguity. Strategic capability, adapting talent strategies as business needs evolve, adjusting plans and priorities while maintaining strong stakeholder trust and delivery. Strong consultative partnering and communication skills, plus comfort using data to tell a clear story (Workday, Excel, dashboards, presentations). Bachelor’s degree in Human Resources, Business, Analytics, or a related field, or equivalent education and experience. 7+ years of experience in human resources, including 3+ years in talent acquisition, recruiting operations, workforce planning, and/or talent strategy; including 3+ years of demonstrated experience leading a talent acquisition team, or equivalent.

POSITION-RELATED RESPONSIBILITIES

Strategy & Leadership: Serves as a key member of the HR leadership team, establishing and practicing norms that support a positive HR culture, demonstrate enterprise leadership principles, and cultivate partnership across HR and the business. Acquires and maintains an in-depth understanding of the competitive talent landscape and collaborates with Talent leadership to design an enterprise talent acquisition strategy that attracts and closes top talent (e.g., employment branding, marketing, attraction, sourcing, pipeline development). Collaborates with HR leadership to strengthen the company’s Talent ecosystem, ensuring seamless alignment across Talent Acquisition, Talent Development, and HR Centers of Expertise. Partners with Talent leadership to support integrated Talent practices across the employee lifecycle, including onboarding, internal mobility, and career pathways. Leads the design, development, implementation, and management of programs, policies, processes, and strategies tailored to meet talent acquisition needs and pipeline program goals. Plans, leads, and evaluates the effectiveness of short and long‑term pipeline planning efforts, programs, and outreach initiatives to broaden the pool of qualified candidates; implements change strategies as needed. Partners with Talent Development and HRBPs to understand and deliver on workforce and succession plans as part of long‑range pipeline planning; uses workforce insights and labor market data to inform long‑range Talent strategies. Partners with HR Business Partners (HRBPs) and organizational leaders to develop relationships and deep knowledge of current business needs and future staffing requirements. Works with HR leadership to define candidate experience goals, establish practices, and ensure consistent alignment of processes and behaviors across hiring managers and HR teams. Partners with HRBPs and HR Centers of Expertise (COEs) to conduct root cause analysis and develop solutions to business challenges involving talent acquisition processes. Develops the capability, performance, and professional growth of the Talent Acquisition team. Sourcing & Recruiting: Provides strategic oversight of the full‑cycle recruitment process to ensure high‑quality, consistent, and equitable hiring practices across the organization; steps in to lead searches for critical, executive, or hard‑to‑fill roles as needed. Represents the organization at key recruiting events and serves as a visible ambassador at educational institutions, career fairs, and community outreach activities. Leads and evaluates community partnerships and pipeline‑building initiatives; analyzes trends and hiring outcomes to inform long‑term talent strategies. Cultivates strong relationships within the community to support pipeline development and broaden access to qualified talent. In collaboration with Corporate Communications, builds and promotes the employer brand through communication channels and outreach strategies that attract top talent. Manages vendor relationships and processes, including developing scopes of work and ensuring high‑quality talent delivery. In collaboration with HRBPs and Compensation, oversees TA’s contribution to the development and maintenance of accurate job descriptions to support attraction, career mobility, and retention. Collaborates with the Learning Experience team to source or design training for HRBPs, hiring managers, and interview panels on TA‑related processes, may also facilitate trainings (e.g., interviewing, legal considerations, structured selection practices). Tracking, Reporting & Technology: Provides strategic oversight of Workday Recruiting to ensure accurate, complete, and compliant documentation of recruitment activities and data integrity across the Talent Acquisition team. Defines, tracks, and presents key talent acquisition metrics that measure and predict recruiting effectiveness, forecast workforce needs, assess talent availability, and inform pipeline strategies; customizes reporting for various audiences, including executive leadership. Uses data and analytics to guide decision‑making, refine recruiting strategies, and coach the team toward improved performance and outcomes. Ensures effective use of Workday Recruiting and related HR technologies by providing guidance, training, and expectations that support consistent system utilization. Partners with HR Systems & Analytics to ensure Talent Acquisition needs are represented in Workday enhancements, releases, and process improvements. Compliance: Maintains current knowledge of regulations, industry trends, and applicable laws related to hiring practices and talent acquisition. Ensures compliance with employment laws, regulations, and collective bargaining agreements; guides leaders in the consistent application of Talent Acquisition processes. Evaluates Talent Acquisition processes to promote consistent, equitable, and compliant sourcing and selection practices. Oversees the maintenance of compliance documentation related to EEOC, OFCCP, and internal audit requirements; provides documentation as needed for internal investigations. Interacts regularly with Union leadership and demonstrates proficiency in the application of collective bargaining agreements as they relate to bidding, testing, and other Talent Acquisition responsibilities. Team Contribution & Collaboration: Partners with HRBPs, COEs, HRSC, and HR Systems & Analytics to ensure seamless execution of Talent Acquisition processes. In partnership with Learning Experience, source or develop and implement training for HR business partners, hiring managers, and interview panels on TA‑related processes; may facilitate training. Collaborate with HRBPs and COEs in 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 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 Human Resources, minimum of three (3) years in Talent Acquisition/Recruitment/ Pipeline Development are required. Experience should include at least three (3) years supervising a team and leading a Talent Acquisition and/or Pipeline Planning function. A substitute combination of education and experience may be considered. Demonstrated experience with developing Talent Acquisition Strategy that addresses the primary programs, practices, partnerships and processes required for success in the current environment, and leading the business into the future. Comprehensive knowledge of applicable federal and state employment and labor laws and regulations that may impact Talent Acquisition, including immigration laws, Title VII, FLSA, and NLRA. 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 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 that encourages others. Must have a high level of interpersonal skills to handle sensitive and confidential situations. Demonstrated poise, tact and diplomacy are required. Reasoning skills: ability to define problems, collect and synthesize data, establish facts and draw valid conclusions; ability to set priorities and execute commitments. Computer skills: experience with a networked environment using Windows interface, proficiency in Excel, Word and PowerPoint, and ability to use enterprise-wide information systems such as Workday. Time management and organizational skills: ability to apply flexibility and adaptability to changing priorities and assignments; strong planning and organizational skills. Excellence in leadership mindset and behaviors: remain engaged, proactive and positive even in tough circumstances; own assignments and be fully accountable for their success; align actions, behaviors and conversations with what matters most; bring out the best in others and recognize the value of every contribution; ability to work independently and coordinate with others as part of a team. Management Responsibilities Ensures Company’s management principles, policies and programs are consistently practiced, and continually supports the Affidavit Action Plan. Assumes fiduciary responsibility for operating the business and provides cost‑improvement recommendations. Ensures that the Performance Management program is administered uniformly and effectively. Complies with and administers the terms and conditions of Collective Bargaining Agreements, when applicable. Administers personnel functions, including recruiting, review and approval of job descriptions and salary classifications, and selection and placement of personnel; participates in hiring, promotion, assignment, direction, and termination of staff; ensures compliance with all applicable laws, regulations, company policies, ethical obligations, and investigates employee complaints. Promotes and participates in the professional development, personal growth and career planning of team members. Motivates, recognizes, rewards, coaches, advises, and trains; provides feedback during performance reviews. Participates in Leadership Development programs. Addresses disciplinary and/or performance issues, according to company policy, and communicates effectively with employees regarding corrective action. Provides input into grievances and discipline administration. Plans day‑to‑day operations, estimates personnel needs and schedules, and assigns work; evaluates the structure and team plan for continual improvement of efficiency and effectiveness. #J-18808-Ljbffr Tucson Electric Power Company