Principal Human Resources Business Partner
Portland General Electric, Portland, Oregon, United States, 97204
Principal Human Resources Business Partner page is loaded## Principal Human Resources Business Partnerlocations:
Portland, Oregonposted on:
Posted 2 Days Agojob requisition id:
R8060At 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.# Principal Human Resources Business PartnerHuman Resources Business Partner Aligns business objectives with employees and management and acts as a consultant to management on HR- related issues.**Key Job Information:**Principal Human Resources Business Partner 6992Grade 9
Career Level: P5 Master ProfessionalRequires a recognized expert within the companyAnticipates internal and or external business challenges, vendor and/or regulatory issues; recommends process, product or service improvementsSolves unique and complex problems that have a broad impact on the businessProgression to this level is restricted on the basis of business requirements**Key Responsibilities:****Support** Typically supports senior managers, directors and vice presidents. Business Partnering Serves as an HR thought partner for officers and senior leaders. Proactively anticipates needs and develops or communicates HR solutions to meet key business objectives. Proactively introduces HR-related solutions. Manages relationships with strategic internal clients and acts as their business partner while typically leveraging various HR teams.**Performance Management** Provides framework for the business to effectively manage performance by leveraging the performance management process and ensuring that the organization is driving high performance. Works with senior leaders on performance issues with director level and above.**Employee Relations** acts as a consultant to officers on various employee-related activities, ensuring thoughtful approach and communications to the organization around these issues. Advises management and senior management on a wide range of employee relations issues, strategy for major division or companywide business and change initiatives. May make company HR policy and procedures recommendations.**Labor Relations** Understands and proactively identifies labor relations trends and issues that may drive/shape business or change management strategy/approach. Builds relationships with union and stewards.Collaborates and facilitates conversations with managers, stewards and Labor Relations Department to resolve grievances with a focus on long-term positive labor relations.**Leadership Development** Facilitates talent management reviews at the officer level. May take active role in supporting development discussions of high-potential management and executive-level employees. Provides leadership coaching to executive and leadership team.**Project Management** Leads HR and client transformational projects that align HR strategy to PGE’s strategy; articulates a clear vision of the HR projects outcome/deliverables; engages senior management to garner support and buy-in and makes key decisions to help the team navigate obstacles and ensure project success.**Workforce Planning** Collaborates with workforce analytics to identify a long-term (two- to five-year) strategy and plan; identifies and facilitates a team of subject matter experts and project manages the execution of the plan.**Coordination**, Planning and Delivery Partners with HR, legal and business experts to address unique situations and needs of senior leaders and officers.**Education/Experience/Certifications:****Education**Typically a bachelor’s degree in business, psychology, sociology, finance, human resources or other related field or equivalent experience.**Experience**Typically 10 or more years in human resources with at least two years as an HR business partner or equivalent experience; labor relations experience required, depending on position.**Certifications, Licenses and Training**SPHR or SHRM-SCP preferred.Other HR certifications a plus (e.g., CEBS, CBP, CCP, AIRS, ATD). PMP certification preferred.**Competencies (Knowledge, Skills, Abilities):****Functional Competencies**Advanced knowledge of employment lawsAdvanced knowledge of PGE’s policies, procedures and plansExpert-level knowledge of industry best practicesAdvanced skills in project managementExpert skills in facilitation and presentationsThorough understanding of the agreements between PGE and Local 125 and their impact on workplace practices and processes, with ability to think organizationally about labor’s effect on businessThorough understanding of business and financial drivers and metricsAdvanced skills in systems and programs used in HR General**Competencies**Advanced customer focus skillsAdvanced safety leadership skillsExpert skills in change leadershipAdvanced skills in analytical thinkingExpert skills in problem solvingAdvanced risk management skillsAdvanced oral and written communication skillsExpert interpersonal skillsAdvanced decision-making skillsExpert organization and prioritization skillsAdvanced knowledge of business process interrelationshipsAdvanced business acumen**Physical and Cognitive Demands**Cognitive Level Substantial: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**Ability to adhere to set response times, deadlines and time-sensitive tasksAbility to follow accuracy standardsAbility to follow through on decision-making tasksAbility to interact effectively and collaboratively within a team environmentAbility to communicate and problem solve when under stressAbility to respond and adapt to frequent changeAbility to accept and demonstrate self-awareness when provided constructive feedbackAbility to discern feedback and acknowledge ownership of areas of improvementAbility to avoid future mistakes by applying reasonable skills to new but similar work situations or tasksAbility to successfully collaborate with peers, managers and others within the organizationDemonstrates sound memoryAbility to process new information to be applied consistently to work tasks**Schedule/Attendance**Ability to work long hoursAbility to work a variable scheduleAbility to report to work and perform work during periods of severe inclement weatherAbility to consistently meet attendance standards for regular, reliable, predictable, full-time attendanceAbility to work shift scheduleAbility to work on-call schedule**Physical Capabilities*** Driving/travel/commute: Daily within service territory - Frequently **(at least once a week or more)*** Computer use (use computer regularly for entire work shift)**Environment - Indoor/Outdoor (check all that apply):*** OfficeCompensation Range:$119,840.00 - $222,560.00Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity. While we anticipate the selected candidate for this position will fall towards the middle or entry point of the compensation range, the decision will be made on a case-by-case basis.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 .**Join #J-18808-Ljbffr
Portland, Oregonposted on:
Posted 2 Days Agojob requisition id:
R8060At 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.# Principal Human Resources Business PartnerHuman Resources Business Partner Aligns business objectives with employees and management and acts as a consultant to management on HR- related issues.**Key Job Information:**Principal Human Resources Business Partner 6992Grade 9
Career Level: P5 Master ProfessionalRequires a recognized expert within the companyAnticipates internal and or external business challenges, vendor and/or regulatory issues; recommends process, product or service improvementsSolves unique and complex problems that have a broad impact on the businessProgression to this level is restricted on the basis of business requirements**Key Responsibilities:****Support** Typically supports senior managers, directors and vice presidents. Business Partnering Serves as an HR thought partner for officers and senior leaders. Proactively anticipates needs and develops or communicates HR solutions to meet key business objectives. Proactively introduces HR-related solutions. Manages relationships with strategic internal clients and acts as their business partner while typically leveraging various HR teams.**Performance Management** Provides framework for the business to effectively manage performance by leveraging the performance management process and ensuring that the organization is driving high performance. Works with senior leaders on performance issues with director level and above.**Employee Relations** acts as a consultant to officers on various employee-related activities, ensuring thoughtful approach and communications to the organization around these issues. Advises management and senior management on a wide range of employee relations issues, strategy for major division or companywide business and change initiatives. May make company HR policy and procedures recommendations.**Labor Relations** Understands and proactively identifies labor relations trends and issues that may drive/shape business or change management strategy/approach. Builds relationships with union and stewards.Collaborates and facilitates conversations with managers, stewards and Labor Relations Department to resolve grievances with a focus on long-term positive labor relations.**Leadership Development** Facilitates talent management reviews at the officer level. May take active role in supporting development discussions of high-potential management and executive-level employees. Provides leadership coaching to executive and leadership team.**Project Management** Leads HR and client transformational projects that align HR strategy to PGE’s strategy; articulates a clear vision of the HR projects outcome/deliverables; engages senior management to garner support and buy-in and makes key decisions to help the team navigate obstacles and ensure project success.**Workforce Planning** Collaborates with workforce analytics to identify a long-term (two- to five-year) strategy and plan; identifies and facilitates a team of subject matter experts and project manages the execution of the plan.**Coordination**, Planning and Delivery Partners with HR, legal and business experts to address unique situations and needs of senior leaders and officers.**Education/Experience/Certifications:****Education**Typically a bachelor’s degree in business, psychology, sociology, finance, human resources or other related field or equivalent experience.**Experience**Typically 10 or more years in human resources with at least two years as an HR business partner or equivalent experience; labor relations experience required, depending on position.**Certifications, Licenses and Training**SPHR or SHRM-SCP preferred.Other HR certifications a plus (e.g., CEBS, CBP, CCP, AIRS, ATD). PMP certification preferred.**Competencies (Knowledge, Skills, Abilities):****Functional Competencies**Advanced knowledge of employment lawsAdvanced knowledge of PGE’s policies, procedures and plansExpert-level knowledge of industry best practicesAdvanced skills in project managementExpert skills in facilitation and presentationsThorough understanding of the agreements between PGE and Local 125 and their impact on workplace practices and processes, with ability to think organizationally about labor’s effect on businessThorough understanding of business and financial drivers and metricsAdvanced skills in systems and programs used in HR General**Competencies**Advanced customer focus skillsAdvanced safety leadership skillsExpert skills in change leadershipAdvanced skills in analytical thinkingExpert skills in problem solvingAdvanced risk management skillsAdvanced oral and written communication skillsExpert interpersonal skillsAdvanced decision-making skillsExpert organization and prioritization skillsAdvanced knowledge of business process interrelationshipsAdvanced business acumen**Physical and Cognitive Demands**Cognitive Level Substantial: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**Ability to adhere to set response times, deadlines and time-sensitive tasksAbility to follow accuracy standardsAbility to follow through on decision-making tasksAbility to interact effectively and collaboratively within a team environmentAbility to communicate and problem solve when under stressAbility to respond and adapt to frequent changeAbility to accept and demonstrate self-awareness when provided constructive feedbackAbility to discern feedback and acknowledge ownership of areas of improvementAbility to avoid future mistakes by applying reasonable skills to new but similar work situations or tasksAbility to successfully collaborate with peers, managers and others within the organizationDemonstrates sound memoryAbility to process new information to be applied consistently to work tasks**Schedule/Attendance**Ability to work long hoursAbility to work a variable scheduleAbility to report to work and perform work during periods of severe inclement weatherAbility to consistently meet attendance standards for regular, reliable, predictable, full-time attendanceAbility to work shift scheduleAbility to work on-call schedule**Physical Capabilities*** Driving/travel/commute: Daily within service territory - Frequently **(at least once a week or more)*** Computer use (use computer regularly for entire work shift)**Environment - Indoor/Outdoor (check all that apply):*** OfficeCompensation Range:$119,840.00 - $222,560.00Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity. While we anticipate the selected candidate for this position will fall towards the middle or entry point of the compensation range, the decision will be made on a case-by-case basis.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 .**Join #J-18808-Ljbffr