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.

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.

• 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 work streams 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.

• 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.

• 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.

• 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 work streams.
• Ensure the appropriate capability owner is…