At PGE, our work involves dreaming about, planning for, and realizing a smarter, cleaner, more enduring Oregon neighborhood. Its core to our DNA and we haven’t stopped since we started in 1888. We energize lives, strengthen communities and drive advancements in energy that promote social, economic and environmental progress. We’re always on the lookout for people passionate about leading and being a part of teams that are advancing innovative clean energy solutions that are also affordable and accessible to all.We're hiring for a position open to both Senior and Principal level candidates. The level will be determined based on the successful applicant's qualifications, experience, and skills demonstrated during the interview process. Job Function SummaryDevelops and implements talent management and culture programs such as, but not limited to, new hire onboarding, goal setting, mid-year review, year-end calibration, year-end review, promotions, employee engagement survey and action planning initiatives to support organizational goals and workforce priorities. Provides training and consultation to managers.Key Job InformationSenior/Principal Talent Management &amp; Culture Partner (P3/P4)Grade: P3 (Senior-level) or P4 (Principal-level)P3 (Senior-level) <ul><li>Requires in-depth knowledge and experience.</li><li>Uses best practices and knowledge of internal or external business issues to improve products or services.</li><li>Solves complex problems; takes a new perspective using existing solutions.</li><li>Works independently; receives minimal guidance.</li><li>Acts as a resource for colleagues with less experience.</li></ul>P4 (Principal-level)<ul><li>Requires specialized depth and/or breadth of expertise.</li><li>Interprets internal or external business issues and recommends best practices.</li><li>Solves complex problems; takes a broad perspective to identify innovative solutions.</li><li>Works independently, with guidance in only the most complex situations.</li><li>May lead functional teams or projects.</li></ul>Key ResponsibilitiesProgram DesignP3 - Designs and develops talent management and culture programs, frameworks, and resources aligned to business needs. Monitors program effectiveness and recommends improvements aligned to best practices.P4 - Envisions, designs, and develops talent management and culture programs, frameworks, and resources aligned to business needs and enterprise priorities. Proactively anticipates workforce needs and develops solutions that support business objectives. Serves as a subject matter expert on talent management and culture topics.Program ExecutionP3 - Leads execution of talent management and culture programs and initiatives aligned to business needs. Facilitates implementation activities including systems set-up, supports organizational change efforts, and collaborates across stakeholder groups to drive program effectiveness and employee outcomes.P4 - Ensures successful implementation and activation of talent management and culture programs aligned to enterprise priorities and business objectives. Proactively anticipates implementation risks and develops solutions that support successful adoption and sustained outcomes.Communications and Change EnablementP3 - Designs communications, presentations, resources, and storytelling approaches that support talent management and culture programs and initiatives. Develops communications and approaches tailored to different audiences to increase awareness, understanding, and drive adoption of programs and processes.P4 - Develops enterprise communications, presentations, and storytelling strategies that support talent management and culture priorities. Proactively anticipates communication needs and develops approaches that strengthen understanding, drive alignment, and support successful adoption. Translate complex topics into clear and compelling messages for different audiences.Education / Experience / CertificationsEducation - Typically a bachelor's degree in business, psychology, sociology, communications, human resources or other related field or equivalent experience.ExperienceP3 - Typically five or more years in human resources with at least two years in the area of discipline or equivalent and experience engaging with employees and managers.P4 - Typically eight or more years in human resources with at least two years in the area of discipline or equivalent, engaging with employees, managers and executives.Certifications, Licenses and TrainingPHR, SPHR, SHRM-CP or SHRM-SCP preferred. Other HR certifications a plus (e.g., CEBS, CBP, CCP, AIRS, ATD).Competencies (Knowledge, Skills, Abilities)Functional CompetenciesP3<ul><li>Intermediate knowledge of PGE's policies, procedures and plans</li><li>Advanced knowledge of best practices related to area of discipline</li><li>Advanced skills in project management</li><li>Advanced skills in facilitation and presentations</li><li>Intermediate skills in systems and programs used in functional area, including data retrieval</li></ul>P4<ul><li>Advanced knowledge of PGE's policies, procedures and plans</li><li>Advanced knowledge of best practices related to area of discipline</li><li>Expert skills in project management</li><li>Expert skills in facilitation and presentations</li><li>Advanced skills in systems and programs used in functional area, including data retrieval</li></ul>General CompetenciesP3<ul><li>Advanced customer focus skills</li><li>Intermediate safety leadership skills</li><li>Advanced skills in change leadership</li><li>Advanced skills in analytical thinking</li><li>Advanced skills in problem solving</li><li>Intermediate risk management skills</li><li>Advanced oral and written communication skills</li><li>Advanced interpersonal skills</li><li>Advanced decision-making skills</li><li>Advanced organization and prioritization skills</li><li>Intermediate knowledge of business process interrelationships</li><li>Advanced business acumen</li></ul>P4<ul><li>Expert customer focus skills; Understands when to listen and when to speak up and advocate; balances employee perspective and business needs.</li><li>Intermediate safety leadership skills</li><li>Expert skills in change leadership</li><li>Expert skills in analytical thinking</li><li>Expert skills in problem solving</li><li>Advanced risk management skills</li><li>Expert oral and written communication skills</li><li>Expert interpersonal skills</li><li>Advanced decision-making skills</li><li>Advanced organization and prioritization skills</li><li>Advanced knowledge of business process interrelationships</li><li>Advanced business acumen</li></ul>Physical and Cognitive DemandsCognitive LevelP3Substantial: Consistent use of logic or scientific thinking to define problems, collect information, establish facts and draw valid conclusions (for example, engineer, HR director, plant manager, etc.).P4Substantial: Consistent use of logic or scientific thinking to define problems, collect information, establish facts and draw valid conclusions (for example, engineer, HR director, plant manager, etc.).Cognitive<ul><li>Ability to adhere to set response times, deadlines and time-sensitive tasks</li><li>Ability to follow accuracy standards</li><li>Ability to follow through on decision-making tasks</li><li>Ability to interact effectively and collaboratively within a team environment</li><li>Ability to communicate and problem solve when under stress</li><li>Ability to respond and adapt to frequent change</li><li>Ability to accept and demonstrate self-awareness when provided constructive feedback</li><li>Ability to discern feedback and acknowledge ownership of areas of improvement</li><li>Ability to avoid future mistakes by applying reasonable skills to new but similar work situations or tasks</li><li>Ability to successfully collaborate with peers, managers and others within the organization</li><li>Demonstrates sound memory</li><li>Ability to process new information to be applied consistently to work tasks</li></ul>Schedule / Attendance<ul><li>Ability to adhere to pre-established schedule</li><li>Ability to work long hours</li><li>Ability to work a variable schedule</li><li>Ability to report to work and perform work during periods of severe inclement weather</li><li>Ability to consistently meet attendance standards for regular, reliable, predictable, full-time attendance</li><li>Ability to work shift schedule</li><li>Ability to work on-call schedule</li></ul>Physical Capabilities<ul><li>Driving/travel/commute: Daily within service territory – Occasionally (one to two times a month or less)</li><li>Computer use (use computer regularly for entire work shift)</li><li>Lifting/pushing/pulling: Up to 10 lb</li><li>Carrying: Up to 10 lb</li></ul>Environment – Indoor/Outdoor<ul><li>Office environment</li></ul>#LI-CU1Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity. PGE believes in rewarding dedicated performance. We provide a total rewards package that is designed to reward your contributions to the company, and, at the same time, support your well-being and professional development, both now and into the future. To find out more, click <a href="https://portlandgeneral.com/hrcs5511">here</a>.Join us today and power your potential!Assisting with storms or other Company emergencies is a part of all positions at Portland General Electric.PGE is an equal opportunity employer and is committed to fostering a workplace where employees feel connected, valued, and empowered to thrive. PGE will not discriminate against any employee or applicant for employment based on race, color, national origin, gender, gender identity, sexual orientation, age, religion, disability, protected veteran status, or other characteristics protected by law.PGE does not discriminate on the basis of disability. We recognize individuals have a variety of abilities to offer and we believe there is much to value and celebrate by incorporating different abilities into the work we do. One very important way we live this out is in our application and interview process. We work hard to support individuals who may need an accommodation to fully participate in these processes. If you feel you may need an accommodation, or would like to request one, please notify the Recruiter associated with the job posting. You may also make this request by contacting <a href="mailto:talentacquisition@pgn.com">talentacquisition@pgn.com</a> or by calling 503-464-7250. The Recruiter will provide information and next steps for the accommodation process. To be considered for this position, please complete the following employment application by the posting close date.  Posting closes at midnight (Pacific Time) on the closing date below. If no date is listed, job is open until filled.

For generations, we&rsquo;ve been powering lives and we are committed to representing social, economic, and environmental progress. Energy is essential to everyday life and when disaster strikes, we&rsquo;re proud to spring into action to support our community. Whether it&rsquo;s powering our customers&rsquo; lives, fighting climate change, or responding in times of crisis, the stakes are high, but the work is incredibly rewarding. We&rsquo;re up for the challenge &ndash; are you? Not only are we dedicated to adapting to change, but we also create the positive progress we want to see in our communities. Our world and our industry are faced with new and exciting challenges driven by evolving technology, changing customer expectations and a shared desire for a cleaner energy future. Every day, we take new steps that get us closer to the energy transformation we want to see in Oregon. Why does this mission matter so much to the people who work at PGE? Because we live here, too.

Senior/Principal Talent Management & Culture Partner

About the Job

About the Company

Portland General Electric

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