Description:

Summary:
Senior Attorney - Litigation
As a Senior Attorney - Litigation at APS, you provide strategic legal counsel on complex matters that can significantly impact the company, its operations, and the communities it serves. Working closely with leaders across the organization, you help manage legal risk, resolve disputes, and protect APS's business interests. Your expertise supports sound decision-making and helps ensure the company can continue delivering safe, reliable energy to Arizona customers.

What Your Day Would Be Like:

Provide legal counsel and develop strategies for complex litigation matters affecting the business.
Represent APS's interests in real estate, tort, and other civil litigation matters, working toward effective resolutions and favorable outcomes.
Partner with business leaders and cross-functional teams to assess legal risks and support informed decision-making.
Manage litigation activities, including case strategy, negotiations, and coordination with outside counsel when needed.
Analyze emerging legal issues and recommend solutions that balance business objectives with legal and regulatory requirements.
Collaborate with senior leadership on matters with significant operational, financial, or reputational impact.

Who We're Looking for:

Significant experience handling complex litigation matters, including real estate and tort litigation.
Strong knowledge of legal principles, litigation strategy, and risk management practices.
Ability to independently analyze complex issues and develop practical, business-focused legal solutions.
Skilled communicator with experience advising senior leaders and influencing decision-making.
Strong judgment, initiative, and problem-solving abilities in high-stakes situations.
Collaborative professional who can build trusted relationships across all levels of the organization.

Minimum Requirements:
Senior Attorney - Litigation

Degree from an accredited law school;
Licensed state bar member in good standing may be required to become a member of the State Bar of Arizona;
PLUS five (5) years of experience with significant exposure to corporate clients and the types of legal issues regularly faced by large public companies.

Major Accountabilities:

Independently perform a variety of legal services, which involve a high level of complex and difficult legal and/or factual issues in connection with every phase of the Company's operations.
Counsel officers and senior management in the development of strategy regarding negotiations, disputes, claims, litigation/administrative proceedings, etc., by recommending specific courses of action based on extensive research, investigation, analysis, and experience.
Provide preliminary instruction, monitor performance of assignments, review soundness of approach/arguments and application of legal principles of outside counsel retained by the company.
Direct and coordinate the workflow of project teams, while maintaining positive working relationships with internal and external customers

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.

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.