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Arizona Public Service generates reliable, affordable and clean energy for 2.7 million Arizonans. 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.
Summary
As a Senior Instructor on the Power Generation Team, you will lead the design, development, delivery, and evaluation of comprehensive training programs to ensure personnel are skilled, safe, and effective in their roles. You will play a pivotal role in aligning training initiatives with business goals, site procedures, industry standards, and apprenticeship program requirements.
In addition to facilitating training, you will provide mentorship and guidance to junior instructors, fostering a culture of continuous learning and professional development. Your expertise will drive workforce readiness and support the operational excellence of the organization.
Key Responsibilities:
Program Development & Delivery: Create and evaluate training programs that align with safety requirements, site procedures, and business needs.
Leadership & Mentorship: Guide and support junior instructors to enhance their instructional capabilities and professional development
Continuous Improvement: Identify and implement innovative improvements to ensure training programs meet evolving operational requirements.
Collaboration: Partner with operations leaders and stakeholders to develop tailored training solutions and align with business goals.
We're looking for candidates who:

• Have extensive experience in designing and delivering technical training, ideally within the energy or industrial sectors.
• Are skilled at aligning training programs with organizational goals, safety standards, and industry requirements.
• Possess strong leadership and mentoring abilities, with a history of guiding and developing junior instructors.
• Demonstrate a commitment to fostering a culture of continuous learning and operational excellence.
• Are proactive problem-solvers who excel at identifying and addressing workforce training needs.
• Have excellent communication and collaboration skills, with the ability to engage effectively with diverse teams and stakeholders.
• Stay up to date with industry trends and leverage this knowledge to enhance training initiatives.

Minimum Requirements

• AA/AS degree or educational equivalent in training related field
• Plus four (4) years of direct experience in course development and training delivery.
• Must possess technical writing and verbal communication skills.
• Proven working knowledge of systematic approach to training.
• Proficient in PC software applications including Microsoft Word, Excel and PowerPoint.
• Valid driver's license and the ability to travel frequently to statewide APS locations.

Preferred Special Skills, Knowledge or Qualifications:

• Solid understanding of human performance fundamentals and experience with HP tools (Human Performance Department only).
• Prior experience in the Utility industry.
• Demonstrated experience with course development tools such as Lectora, Articulate or similar products.

Major Accountabilities
1) Designs, develops and conduct training classes relative to electric utility industry events, lessons learned and human performance improvement initiatives. Develops materials to support new and incumbent employees in a variety of safety and/or technical and leadership skills. Develops, reviews and implements training programs in accordance with appropriate regulations and standards with a systematic approach to training. May design and deliver apprenticeship programs. Maintains instructor qualifications and technical proficiency in the assigned discipline.
2) Provides leadership direction and guidance to less experienced Instructors.
3) Develops and implements initiatives in support of departmental and Business Unit goals.
4) Supervises training participants, in accordance with company policies.
5) Supports activities of other departmental teams and external customers to ensure overall team success.
6) Evaluates and analyzes training materials and training effectiveness which includes developing action plans to correct any deficiencies. Prepares training courses and presentation schedules by integrating internal customer needs and training resources. Maximizes training resources utilization through technology, integration and resource sharing.
7) Facilitates training program administration (may include apprenticeship training administration).
8) Conducts evaluation and remediation of student performance as necessary.
9) May assist leader with apprentice rotation entrance/exit interviews and field visits to ensure training effectiveness.
10) Conducts formal training assessments and evaluations at a Business Unit level.
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).
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 the 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.
CIP Requirement:
This position requires Critical Infrastructure Protection (CIP) access consistent with North American Electric Reliability Corporation (NERC) standards. The applicant considered for this role will be required to obtain and maintain CIP access for the duration of employment in this position. A full seven (7) year criminal history will be obtained through the pre-employment background check process (or, for current employees, through supplemental background check process) to fulfill the CIP access requirements. In addition, this position requires an additional background check every seven years to maintain access.
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.