SVP/CHRO, Nuclear Development

Job Posting End Date

01-12-2026

Please note the job posting will close on the day before the posting end date.

Job Summary

Summary
Join us in building an organization where every employee is empowered to make a generational impact. As a leader in nuclear development, you will help craft an employee value proposition that attracts, develops, and inspires top talentaligning our teams purpose with the opportunity to transform an industry and set new standards for safety, innovation, operational excellence and power generation. You will lead the development and implementation of a human capital strategy to build a world class advanced nuclear company. Youll help create a culture of integrity, discipline, performance, growth, and collaboration, ensuring our workforce is equipped and motivated to deliver advanced nuclear solutions that will shape the future of energy for generations to come.

Job Description

The SVP Human Resources for the Nuclear Development business segment has primary responsibility for building and leading the human capital strategy for the nuclear development business. This role will stand up the organization from the ground up, ensuring the right structure, talent, capabilities, processes, and technology are in place to enable business success. In coordination with Nuclear Development executive team and the AEP corporate HR functions, oversees Organizational Design, Talent Acquisition, Workforce Planning, Leadership Development, Compensation & Benefits, HR Technology, and Culture & Engagement. Establishes and implements HR strategies that drive operational excellence, innovation, and compliance. Advises the President of Nuclear Development on organizational effectiveness and human capital strategies to support long-term growth.

Essential Job Functions

Design and implement organizational structure aligned with business objectives and growth plans.

Develop workforce strategy including staffing models, succession planning, and leadership pipeline.

Build HR processes and governance for talent acquisition, performance management, compensation, and employee relations.

Deploy HR technology platforms to enable efficient operations and data-driven decision-making.

Establish capability-building programs for leadership development, technical skills, and cultural alignment.

Drive change management and culture initiatives to foster engagement, safety, and inclusion.

Ensure compliance with labor laws, regulatory requirements, and corporate HR policies.

Partner with executive leadership on strategic initiatives, including joint ventures and organizational integration.

Focus Areas for Standing Up the Organization

• Structure: Define roles, reporting lines, and governance.

• People: Identify, recruit and onboard critical talent; build leadership bench.

• Systems: Design and implement onboarding, compensation, performance, and engagement systems and processes that form the foundation for building and growing the enterprise.

• Process: Standardize HR workflows and policies that deliver efficient and positive employee experiences.

• Technology: Select and deploy HRIS and analytics tools.

Key Performance Indicators (KPIs)

• Time-to-Fill Critical Roles

• Leadership Pipeline Strength

• Business Readiness (from Talent Perspective)

• Employee Engagement

• Retention Rate of Critical Talent

• HR Process Efficiency

• Compliance Audit Results

Qualifications

• Bachelors degree in HR, Organizational Management or other business related field.

• SPHR or Strategic HRBP certification preferred

• Extensive Experience in strategic Human Resource: The ideal candidate should have a minimum of 10 years of experience in leading strategic HR initiatives and managing Talent programs for a complex organization.

• Excellent Leadership and Management Skills: The candidate should have a proven track record of effectively managing and motivating teams to achieve organizational goals.

Compensation Data

Compensation Grade:

SP20-014

Compensation Range:

$252,533.00 - $328,293.00

The Physical Demand Level for this job is: S Sedentary Work: Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently. (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

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It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all respects of the employer-employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, veteran or military status, disability, genetic information, or any other basis prohibited by applicable law. When required by law, we might record certain information or applicants for employment may be invited to voluntarily disclose protected characteristics.