Principal HR Planning and Enablement Consultant
Xcel EnergyMinneapolis, MN
Full Time
Posted November 6, 2026
$112k - $175k
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Application opens on company website
Listing evidence and provenance
- Source
- Workday View original listing
- Freshness
- Open in the current public read path; this is not an employer guarantee.Last observed November 7, 2026
- Classification
- Modern power-system classification not yet published for this listing.Legacy source industry field: Utilities
- Pay provenance
- Employer-provided pay
Job Description
Connected, Committed, Trustworthy, Safe
Key Responsibilities
- The Principal Consultant, HR Planning & Enablement serves as a strategic integrator for Human Resources + Employee Services (HR+ES), translating enterprise and workforce priorities into an integrated functional strategy, multi-year roadmap, operating plan, and coordinated portfolio of work.
- The role leads planning, prioritization, governance, and executive decision support across HR Business Partners, Centers of Excellence, Shared Services, and other partners. It identifies dependencies, risks, sequencing, and resource implications so complex priorities move from strategy through execution with clear ownership and measurable outcomes. The role also serves as the HR+ES AI lead, connecting AI opportunities and priorities to the People Strategy and coordinating planning across the functions and stakeholders required to advance them.
- Success comes from bringing clarity to competing priorities, connecting work across functions, strengthening the HR operating rhythm, and helping leaders turn decisions into scalable, sustainable action.
- Integrated HR Strategy & Planning
- Own the integrated HR+ES portfolio and planning process to connect enterprise and workforce priorities to the broader People Strategy.
- Consolidate priorities and roadmaps across HRBPs, Centers of Excellence, HR Operations/Shared Services, and other functions.
- Identify conflicts, dependencies, gaps, and resource collisions to support enterprise-level sequencing and trade-off decisions.
- Maintain an integrated view of progress, risks, outcomes, and decisions so leaders can see how the portfolio is advancing.
- Portfolio Prioritization & Governance
- Establish governance, standards, and decision routines that guide how cross-functional HR initiatives are prioritized, sequenced, deployed, and sustained.
- Surface dependencies, risks, capacity constraints, and trade-offs so leaders can make informed portfolio decisions.
- Clarify ownership, decision rights, and escalation paths to strengthen accountability across the portfolio.
- Executive Decision Support & Operating Rhythm
- Lead the HR+ES leadership operating rhythm, including strategy sessions, Monthly Operating Reviews, quarterly business reviews, and priority-setting forums.
- Develop clear recommendations and executive-ready materials that connect priorities, performance, risks, and business outcomes.
- Track decisions, commitments, and actions to ensure they advance to completion.
- Cross-Functional Integration & Enablement
- Serve as a strategic integrator across HRBPs, Centers of Excellence, Shared Services, Finance, Communications, Technology, and enterprise partners.
- Align implementation approaches and coordinate work across functions to support shared outcomes.
- Identify and remove barriers that create duplication, unnecessary complexity, or inconsistent execution.
- Strategic Programs & Organization Enablement
- Lead governance and cross-functional integration for selected HR+ES priorities that span multiple functions.
- Connect approved organization design and effectiveness priorities to the integrated HR+ES portfolio and establish shared outcomes and decision rights.
- Align participating HR functions, sequence work, and ensure the appropriate capability owner is engaged.
- Maintain leadership visibility to dependencies, risks, resources, commitments, and implementation readiness through the HR+ES operating rhythm.
- Executive Communications
- Create concise executive narratives, presentations, and leadership communications that connect priorities, decisions, progress, and business outcomes.
- Tailor complex information for senior leadership audiences to support clear decisions and coordinated action.
Requirements
- Bachelor’s degree in Business Administration, Human Resources, Organizational Effectiveness, or a related field, or an equivalent combination of education and experience.
- At least 7 years of related experience in HR, strategic planning, portfolio or program management, business operations, consulting, organizational effectiveness, or executive support.
- Demonstrated success translating strategy into integrated plans, priorities, governance, and measurable outcomes.
- Experience advising senior leaders and leading work across multiple functions without direct authority.
- Strong business acumen, judgment, facilitation, and written and verbal communication skills.
- Ability to manage ambiguity, competing priorities, dependencies, and complex stakeholder environments.
- Experience in a large, complex, or regulated organization.
- HRBP, HR strategy, chief of staff, organization effectiveness, transformation, or management consulting experience.
- Experience leading enterprise planning, portfolio governance, executive forums, or cross-functional transformation programs.
- Advanced degree or relevant project, program, change, or continuous-improvement credential.
- Our culture is grounded in shared values and employee commitments that guide how we work, support one another, and grow together.
Ready to Apply?
Apply directly on Xcel Energy's site
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