Director of Transmission Development & Execution

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 Director, Transmission Development Are you an experienced leader in the utilities and infrastructure sectors with expertise in transmission, distribution, gas, and water utilities, as well as EPC contract management? We are seeking a Director of Transmission Development to lead a portfolio of high-impact transmission projects with budgets up to $4 billion. This role will oversee all project management activities, employing APS's Engineer, Procure, and Construct (EPC) model across complex utility, pipeline, and infrastructure projects. Responsibilities Stakeholder Representation: Act as the primary APS representative to regulators, utility partners, governmental authorities, and other stakeholders, ensuring all interactions reflect our commitment to excellence and professionalism. Leadership and Strategy: Lead strategic business decisions, facilitate high-level problem‑solving, and drive leadership development within the organization. Project Oversight: Oversee project management for a portfolio of competitive transmission projects, with a strong focus on EPC contracts, ensuring each phase from engineering through construction aligns with quality and regulatory standards. Ideal Qualifications Utility and Infrastructure Expertise: Extensive experience in the utilities sector, particularly in gas, water, transmission, and distribution, with a deep understanding of pipeline project development and management. EPC Contract Leadership: Skilled in managing large-scale projects using the EPC model, with expertise in regulatory requirements, budget management, and risk mitigation for complex infrastructure projects. Cross‑Functional Leadership: Proven ability to collaborate with internal and external stakeholders, influence business decisions, and foster leadership development across teams. Strategic Vision and Execution: Exceptional problem‑solving and performance management skills, with a track record of driving strategic initiatives that ensure project success and stakeholder satisfaction. Minimum Requirements Bachelors degree in Business, Management, Project Management, Engineering, or another job‑related field from an accredited college or university. Plus ten (10) years of experience in two or more of the following areas: major construction projects, project management, engineering, project controls, and/or contract negotiations. In lieu of a bachelors degree, a combination of college coursework and/or related experience in two or more of the areas identified above equalling 14 years. Plus five (5) years of experience in progressively responsible supervisory/management positions with proven ability to develop and manage high‑performing teams. Preferred Special Skills, Knowledge or Qualifications Project Management Professional (PMP) certification. Experience managing large Transmission Projects (230 kV and above). Experience managing a capital portfolio greater than $500 M. High level of business acumen and demonstrated effective leadership skills. Proven diverse stakeholder management skills. Outstanding communications, problem‑solving, leadership and organizational skills. Thorough understanding of project/program management techniques and methods including business financial analysis. Major Accountabilities 1) Develops, directs, guides and supervises all activities across the project lifecycle such as financial feasibility analysis, engineering/design, project legal review and financial negotiations. Coordinates and allocates resources across projects and activities in accordance with the goals of the program and organization. Develops goals and metrics to assess and rank program risks. Identifies areas for improvement. 2) Manages a cross‑functional team of land acquisition specialists, project managers and engineers to ensure that they are operating efficiently across groups and meeting project needs. Grows team members by building strategic internal expertise in focused areas through coaching, counseling, mentoring and evaluation. 3) Assesses program risks and team performance to maximize return on investment, minimize changes and mitigate barriers, ensuring project goals are achieved across safety, quality, cost, schedule, and team member performance. 4) Manages program communications by leading executive update meetings and program stage‑gate review meetings to make communications transparent to internal stakeholders regarding project issues and decisions. 5) Leads and develops project managers to ensure all assigned projects are initiated, planned, monitored and closed in a safe, efficient, economical, risk‑balanced approach in accordance with both internal and external stakeholder processes. 6) Supports, monitors and reinforces vendor and employee safety performance through safety‑in‑design, implementation, and recognition of improved process. 7) Oversees and directs project teams in managing external EPC, land, siting, and communication vendors to ensure smooth operating rhythm. Oversees additional internal teams to ensure projects progress across procurement, siting, legal, communications, safety and construction management. 8) Translates company financial, commercial, technical, operating and risk‑management goals into effective contracting strategies and objectives. 9) Serves as a stakeholder lead during development with regulatory entities, landowners, NGOs, other utilities, communities, legal, etc. 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, the Export Administration Regulations, or the International Traffic in Arms Regulations (collectively, “U.S. Export Control Laws”). Some applications may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident, a Political Asylee, or a Refugee. All applicants will be required to confirm their U.S. person or non‑U.S. person status, and all information collected will only be used to ensure compliance with U.S. Export Control Laws and in full compliance with applicable laws prohibiting discrimination on the basis of national origin and other factors. Pinnacle West Capital Corporation and its subsidiaries and affiliates 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 shall include, but is not 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 protected classification or characteristic under law. For more information on applicable equal employment regulations, please refer to the EOE 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 the 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 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.

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