Sr HR Planning and Enablement Consultant

Xcel Energy (NASDAQ: XEL) is a leading energy provider and Fortune 500 company, dedicated to serving millions of electricity and natural gas customers across eight states: Minnesota, Colorado, Wisconsin, Michigan, North Dakota, South Dakota, New Mexico and Texas. We make energy work better for our customers, helping them thrive every day. That means always raising the bar - delivering better service and providing more reliable, resilient, and sustainable energy.

Xcel Energy is a place where you’ll have opportunities to grow, expand your skills, and help lead the clean energy transition. We offer meaningful rewards, recognition, and support to help you build your career and make an impact - both on the job and beyond. Most importantly, it means you’ll be joining a company that knows employees are the driving force behind its success and is committed to helping you be your best.

Xcel Energy supports a hybrid work model to enable collaboration and flexibility. Many roles are expected to work onsite three days per week (Tuesday–Thursday); however, work location expectations vary based on role, team, and business needs.

Position Summary

The Senior Consultant, HR Planning & Enablement turns Human Resources + Employee Services (HR+ES) priorities into well-managed programs, integrated plans, clear milestones, and measurable results. The role provides the planning, portfolio, financial and execution discipline that helps HR leaders and teams deliver consistently across functions.

The role manages operating reviews, selected cross-functional programs, portfolio and resource visibility, performance measures, and repeatable enablement approaches. It coordinates stakeholders, identifies competing priorities and dependencies, supports financial and resource planning, and strengthens processes and ways of working so leaders have the information and structure needed to make decisions and sustain progress.

Success comes from making complex work easier to execute, creating visibility and accountability without unnecessary bureaucracy, and building practical tools, routines, and continuous improvement practices that strengthen outcomes across HR+ES.

Essential Responsibilities

Program & Project Management

• •Manage selected HR+ES programs from definition through implementation to support timely, coordinated delivery.
• •Build and maintain integrated program plans, milestones, roles, decision points, risks, dependencies, and follow-up actions.
• •Coordinate stakeholders and workstreams across HRBPs, COEs, Shared Services/Operations, and other HR+ES and enterprise partners.
• •Identify barriers, risks, and decisions requiring leadership attention and facilitate timely resolution.
• •Reinforce clear ownership and accountability for commitments and delivery.

Performance Management & Operating Reviews

• •Manage the Monthly Operating Review (MOR) and related performance forums to provide leaders with consistent visibility to progress, performance, risks, and results.
• •Coordinate inputs across HR+ES and strengthen the quality, clarity, and business relevance of insights presented.
• •Connect measures and performance information across functions to highlight emerging themes, implications, and areas requiring leadership attention.
• •Track decisions, commitments, risks, and follow-up actions to reinforce accountability.
• •Support a consistent operating rhythm that enables leaders to move from performance insight to action.

Strategy Execution & Portfolio Coordination

• •Maintain an integrated view of HR+ES priorities, including sponsors, owners, milestones, dependencies, risks, resource needs, financial considerations, and expected outcomes.
• •Identify competing commitments, capacity constraints, and cross-functional dependencies.
• •Provide visibility needed to support leadership sequencing, resource, and investment decisions.
• •Partner to support budget planning, forecasting, resource management, and financial reviews.
• •Connect financial and resource information to portfolio priorities and execution.

Design Enablement Programs

• •Provide program and project management for selected HR+ES priorities requiring coordination across multiple functions.
• •Connect approved organization design and effectiveness priorities to the integrated HR+ES portfolio.
• •Build integrated plans and milestone views and coordinate participating HR functions and partners.
• •Track dependencies, decisions, risks, resources, and commitments and coordinate implementation readiness across HR workstreams.
• •Ensure the appropriate capability owner is engaged while HRBPs and business leaders retain organization design decisions.

Measurement, Analytics & Business Insight

• •Partner with Workforce Planning & Analytics and initiative/functional owners to use agreed measures and insights in HR+ES performance reviews.
• •Connect results and insights across functions to provide a more integrated view of performance.
• •Identify implications, trends, and areas requiring increased visibility or follow-through.
• •Translate data and performance information into clear insights that support leadership discussions and decisions.
• •Leverage existing functional analytics products while maintaining ownership of those products within the accountable function.

Process, Tools & Continuous Improvement

• •Identify opportunities to simplify work, improve consistency, and strengthen operational effectiveness across HR+ES.
• •Create repeatable processes, tools, and ways of working that improve execution and enable more consistent outcomes.
• •Support adoption of continuous improvement practices and operational enhancements across HR+ES.
• •Improve processes and ways of working to strengthen outcomes for leaders, employees, and HR teams.
• •Partner with functional owners where specialized methodologies or capabilities are required.

Minimum Requirements

• •Bachelor's degree in Business Administration, Human Resources, Organizational Effectiveness, Project Management, or a related field, or an equivalent combination of education and experience.
• •At least 5 years of related experience in HR, program or project management, strategy execution, operations, organizational effectiveness, consulting, analytics, finance, or continuous improvement.
• •Demonstrated ability to manage cross-functional projects or programs from planning through implementation and follow-through.
• •Experience organizing and communicating data, risks, decisions, and progress for leadership audiences.
• •Strong facilitation, stakeholder management, written communication, and organizational skills.
• •Ability to manage multiple priorities independently and bring structure to ambiguous work.

Preferred Qualifications

• •Experience supporting strategic planning, operating reviews, organization design, workforce transformation, or HR implementation programs.
• •Project Management Professional (PMP), Certified Associate in Project Management (CAPM), Lean Six Sigma, Prosci, or comparable experience.
• •Experience in a large, complex, or regulated organization.
• •Experience creating executive presentations, dashboards, playbooks, or implementation tools.

Our culture is grounded in shared values and employee commitments that guide how we work, support one another, and grow together.

Our Values

Connected, Committed, Trustworthy, Safe

Our Employee Commitments

• •Work that makes a difference
• •A team you can count of
• •Opportunities to grow
• •Rewards that help you thrive

Xcel Energy provides job applicants reasonable accommodations for disabilities throughout the application process. If you are in need of an accommodation to complete the application process, now or at any time in the future, please complete the Applicant Accommodation Request Form .

Non-Bargaining

The anticipated starting base pay for this position is: $84,900.00 to $125,000.00 per year

This position is eligible for the following benefits: Annual Incentive P