The Training Data Analyst collects, synthesizes, analyzes and reports key training and operational data to identify trends, measure performance and support decision-making. Manages and maintains Learning Management System (LMS) platforms in collaboration with internal teams and external vendors, and supports key training metrics and reporting efforts for Generation Operations Support.
Transforms data into actionable insights that improve training efficiency and operational effectiveness across the Generation fleet.
1) LMS Administration & Data Oversight.
Serves as system administrator for multiple LMS platforms including uploading content, managing credentials and supporting data migration.
Ensures accuracy and consistency of LMS data by validating, cleansing and maintaining uploaded training records and reports.
Provides technical support to internal users and coordinate with LMS vendors to resolve issues.
2) Compliance & Reporting.
Supports internal and external audit data requests.
Tracks LMS content by location and role to ensure compliance with APS and regulatory standards.
3) Data Collection & Analysis.
Develops, manages and updates dashboards and reports to reflect current training performance and operational metrics.
Implements data automation tools and strategies to improve reporting efficiency and data visualization.
Stays informed on industry best practices for data analytics, ensuring APS continues to innovate in learning measurement.
4) Stakeholder Engagement.
Acts as a liaison between internal APS departments and external vendors (e.g., Vector Solutions), ensuring data alignment and timely delivery of training content.
Partners with Generation sites to understand training needs and share relevant trends and data.
5) Metric Development & Strategic Insights.
Collaborates with training teams, plant contacts and leadership to define key performance indicators (KPIs).
Analyzes historical and real-time data to identify opportunities for training improvement and workforce development.
Presents data-driven insights and recommendations through briefings, reports and leadership presentations.
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.
