Senior/Principal Talent Management & Culture Partner

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

Senior/Principal Talent Management & Culture Partner (P3/P4)
Grade: P3 (Senior-level) or P4 (Principal-level)
Senior (P3): 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.
Principal (P4): 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 – PHR, SPHR, SHRM-CP or SHRM-SCP preferred. Other HR certifications a plus (e.g., CEBS, CBP, CCP, AIRS, ATD).
Competencies (Knowledge, Skills, Abilities)

Functional Competencies – 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.
Functional Competencies – P4: Advanced knowledge of PGE's policies, procedures and plans; Advan

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