Power Trader, Sr. jobs in Arkansas

Southwest Power Pool (SPP) is about more than power. We’re about the power of relationships. Our employees have the opportunity to work together to ensure electricity is delivered reliably and affordably to the millions of people living in our service territory. We have been voted one of Arkansas’ Best Places to work by Arkansas Business and we are looking for a member of our team who is passionate about our mission to keep the lights on!

We have a core ideology here at SPP that we stand by: Do the right thing, for the right reason, in the right way.

We believe in supporting our employees through a fantastic benefits package:

• Competitive pay with bonus opportunities
• Excellent insurance package including three great medical plans to choose from, employer-paid short term disability, long term disability, and life insurance
• Relocation assistance

• Flexible working environment for positions that are eligible where employees have the flexibility to work from home and come into the office when collaborative in person work is needed.

• Fantastic contributions to your retirement through a 401(k) savings plan with employer-match benefits and a defined benefit plan fully funded by SPP

As our Sr. Career Development Partner you will:

Be responsible for the design, development, and delivery of processes, programs, and tools in support of talent management and career development strategies. As a part of the Human Capital Learning and Development team, this position manages programs that support career development, leadership development and overall organizational development efforts.

Essential Functions

• Serves as primary point of contact for managers regarding professional and career development programs and assist management in career development initiatives.
• Collaborates cross-functionally inside Human Capital and outside of the group to execute career development programs.
• Makes recommendations to Human Capital management regarding career development initiatives.
• Provides the framework, processes and systems to support organizational talent needs assessments, identification, skills assessment, validation, and feedback, business skills development, supporting the mobility and deployment of employees.
• Creates and implements career development programs for SPP job roles.
• Leads the delivery of programs such as connect programs, employee rotation programs, career development program, and development assessment program.
• Tracks and analyzes data and provides reports to measure the effectiveness of career development strategic initiatives.
• Links measurement tools to strategic objectives and uses them to assess progress against goals.
• Leverages the expertise of internal and external relationships to quickly anticipate risks, build buy in, and manage change.
• Establish, influence, and manage relationships with business leaders, learning and development trainees and HR Business Partners to align talent strategies with business strategies and organizational needs.

To be successful as the Sr. Career Development Partner we're looking for:

• Bachelor's Degree in Human Resources, Organizational Development, Social Sciences, Business, or related field
• 6 years of experience in HR Consulting/Business Partner, Talent Management, Organization Development, Project Management or related experience
• In lieu of a degree, 10 years of experience in HR Consulting/Business Partner, Talent Management, Organization Development, Project Management or related experience

Preferred Qualifications:

• Master’s degree in human resources, organizational effectiveness, social Sciences, or business
• Experience leading performance management programs for non-exempt and exempt employees
• Strong thought leadership/influencing skills
• Proven change management/large program management experience

Work Environment:

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

Physical and Mental Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job successfully.

• While performing the duties of this job, the employee is regularly required to make decisions, interpret data, and problem solve.
  The employee frequently is required to stand or sit for extended periods; use hands to operate a computer keyboard and standard office equipment.
• The employee must occasionally lift and move up to 10 pounds.
• Requires the ability to work and collaborate with managers and employees at all levels to exchange ideas, information, and opinions to facilitate the task.
• Specific vision abilities required by this job include close vision, distance vision, color vision, and ability to adjust focus.

Position Type and Expected Hours of Work

This is a full-time position. Days and hours of workweek are Monday through Friday; 8:00 a.m. to 5:00 p.m. Working extended hours may be required.

Travel Requirement:

This position requires minimal (0-10%)

SPP is an Affirmative Action and Equal Opportunity Employer of individuals with disabilities and protected veterans and is committed to excellence. If you need a reasonable accommodation for any part of the employment process, please contact us at HR@spp.org and let us know the nature of your request. We will only respond to messages left that involve a request for a reasonable accommodation in the application process. We will accommodate the needs of any qualified candidate who requests a reasonable accommodation under the Americans with Disabilities Act (ADA).

At SPP we value Diversity, Equity and Inclusion. Visit our website to learn more: LINK

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)