Senior Talent Management And Culture Partner

At Portland General Electric, 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 Summary
Develops 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 Information
Grade:

P3 (Senior-level) or P4 (Principal-level)

P3 (Senior-level)

Requires in-depth knowledge and experience.

Uses best practices and knowledge of internal or external business issues to improve products or services.

Solves complex problems; takes a new perspective using existing solutions.

Works independently; receives minimal guidance.

Acts as a resource for colleagues with less experience.

Requires specialized depth and/or breadth of expertise.

Interprets internal or external business issues and recommends best practices.

Solves complex problems; takes a broad perspective to identify innovative solutions.

Works independently, with guidance in only the most complex situations.

May lead functional teams or projects.

Key Responsibilities
Program Design
P3 -

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 Execution
P3 -

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 Enablement
P3 -

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 / Certifications
Education -

Typically a bachelor's degree in business, psychology, sociology, communications, human resources or other related field or equivalent experience.

Experience
P3 -

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 Training
PHR, SPHR, SHRM-CP or SHRM-SCP preferred. Other HR certifications a plus (e.g., CEBS, CBP, CCP, AIRS, ATD).

Competencies (Knowledge, Skills, Abilities)
P3

Intermediate knowledge of PGE's policies, procedures and plans

Advanced knowledge of best practices related to area of discipline

Advanced skills in project management

Advanced skills in facilitation and presentations

Intermediate skills in systems and programs used in functional area, including data retrieval

P4

Advanced knowledge of PGE's policies, procedures and plans

Advanced knowledge of best practices related to area of discipline

Expert skills in project management

Expert skills in facilitation and presentations

Advanced skills in systems and programs used in functional area, including data retrieval

P3

Intermediate safety leadership skills

Advanced skills in change leadership

Advanced skills in analytical thinking

Advanced skills in problem solving

Advanced oral and written communication skills

Advanced interpersonal skills

Advanced decision-making skills

Advanced organization and prioritization skills

Intermediate knowledge of business process interrelationships

Advanced business acumen

P4

Expert customer focus skills; Understands when to listen and when to speak up and advocate; balances employee perspective and business needs.

Intermediate safety leadership skills

Expert skills in change leadership

Expert skills in analytical thinking

Expert skills in problem solving

Expert oral and written communication skills

Expert interpersonal skills

Advanced decision-making skills

Advanced organization and prioritization skills

Advanced knowledge of business process interrelationships

Advanced business acumen

Physical and Cognitive Demands
Cognitive Level
P3

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.).

P4

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 tasks

Ability to follow accuracy standards

Ability to follow through on decision‑making tasks

Ability to interact effectively and collaboratively within a team environment

Ability to communicate and problem solve when under stress

Ability to respond and adapt to frequent change

Ability to accept and demonstrate self‑awareness when provided constructive feedback

Ability to discern feedback and acknowledge ownership of areas of improvement

Ability to avoid future mistakes by applying reasonable skills to new but similar work situations or tasks

Ability to successfully collaborate with peers, managers and others within the organization

Demonstrates sound memory

Ability to process new information to be applied consistently to work tasks

Ability to adhere to pre‑established schedule

Ability to work long hours

Ability to work a variable schedule

Ability to report to work and perform work during periods of severe inclement weather

Ability to consistently meet attendance standards for regular, reliable, predictable, full‑time attendance

Ability to work shift schedule

Ability to work on‑call schedule

Physical Capabilities

Driving/travel/commute: Daily within service territory – Occasionally (one to two times a month or less)

Computer use (use computer regularly for entire work shift)

Lifting/pushing/pulling: Up to 10 lb

Carrying: Up to 10 lb

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Actual 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 here.

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 talentacquisition@pgn.com or by calling 503-464-7250. The Recruiter will provide information and next steps for the accommodation process.

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