Human Resources Business Partner

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.
Are you an HR enthusiast ready to align business goals with a people-centric approach? Do you thrive on solving complex challenges and recommending innovative best practices? We're on the lookout for a seasoned HR professional who enjoys working in a fast-paced environment and who thrives at partnering with officers, senior leaders and managers to take on the role of Human Resources Business Partner.
Why work with us? At PGE, we don't just provide power; we empower. We believe that our people are our greatest asset. If you are passionate about manager coaching, performance management, employee relations and strategic HR Business Partnering, this opportunity is for you.
*This role is open for recruitment at 2 different levels. See determining qualifications below. Posted at Specialist (P4) level.
What you'll be responsible for:

• Support: Typically supports individual contributors managers and senior leaders. Serve as functional HR expert advising senior leadership team to consistently deliver a full range of HR services and support.
• Business Partnering: Serves as an HR thought partner for managers and leaders. Proactively anticipates needs and develops or communicates HR solutions to meet key business objectives. Proactively introduces HR-related solutions aligned to best practices. Serves as a liaison between the business and HR. Function as a business consultant and strategic thought leader for talent initiatives, effectively translating business needs into actionable strategies including organizational design, workforce planning, talent acquisition and pipeline strategies, and leader/manager development plans.
• Performance Management: Coach and counsels managers on how to deliver performance feedback. Works with managers to develop and deliver performance action plans.
• Employee Relations: Advises management on complex and difficult employee relations issues that may drive/shape the business or change management strategy/approach. May consult with leaders on strategy and actions to address broad- based employee relations issues (e.g., employee engagement action planning, Career Tracks implementation). May make company HR policy and procedures recommendations.
• Labor Relations: Identifies labor relations trends and issues in client territory that may drive/shape business or change management strategy/approach. Collaborates with Labor Relations Department and middle management to resolve and respond to grievances.
• Leadership Development: Facilitates talent management reviews. May take active role in supporting development discussions of high- potential individual contributors and managers. Provides leadership coaching to directors and managers.
• Project Management: Leads HR transformational projects that align HR strategy to PGE's strategy and articulates a clear vision of HR project outcomes/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: Identifies issues or problems and develops line of business-level recommendations with cross-department coordination. Collaborates with workforce analytics and managers to identify skill sets needed for future work.
• Coordination, Planning and Delivery: Partners with HR, legal and business experts to address unique situations and needs of managers.
• Data and Reporting: Analyze business and HR metrics leveraging various reports and dashboards (e.g., retention metrics, talent acquisition dashboards, operating productivity metrics) to identify and action opportunities for systemic improvements and/or process improvements. Proactively develop forward-looking metrics and tactics that drive longer-term success of the organization.

What you need to be qualified:
Principal HRBP, P5:

• 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.

Specialist HRBP, P4 :

• Education: Typically a bachelor's degree in business, psychology, sociology, finance, Human Resources or other related field or equivalent experience.
• Experience: Typically eight 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: PHR or SHRM-CP preferred. Other HR certifications a plus (e.g., CEBS, CBP, CCP, AIRS, ATD). PMP certification preferred.

Preferred Qualifications:

• Experience in effectively utilizing Workday

Competencies (Knowledge, Skills, Abilities)
Functional Competencies

• Advanced knowledge of employment laws Advanced knowledge of PGE's policies, procedures and plans
• Advanced knowledge of industry best practices
• Advanced skills in project management
• Advanced skills in facilitation and presentations
• Thorough 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 business
• Thorough understanding of business and financial drivers and metrics
• Advanced skills in systems and programs used in HR

General Competencies

• Advanced customer focus skills
• Advanced safety leadership skills
• Advanced skills in change leadership
• Advanced skills in analytical thinking
• Expert skills in problem solving
• Advanced risk management skills
• Advanced 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

• 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

Schedule/Attendance

• Ability to adhere to pre-established schedule, including start/stop time and break/lunch schedule
• 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 - during periods of severe inclement weather, participation during storm response.
• Ability to work on-call schedule

Physical Capabilities

• Requires a valid driver's license
• Driving/travel/commute: Daily within service territory - Frequently (at least once a week or more)
• Driving/travel/commute: Overnight inside/outside the 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 lbs.
• Carrying: Up to 10 lbs.

Environment - Indoor/Outdoor

• Office
• Plant
• Field

*PGE supports hybrid flexible work arrangements; and will have a combination of in-the-office and working offsite. However, these arrangements may change due to business needs or changes in responsibility.
#LI-SB1 #LI-Hybrid #HRgeneralist
Compensation Range:
$101,925.00 - $210,340.00
In addition, this position is eligible for a performance-based incentive bonus. Actual total compensation is commensurate with experience, skills, and education
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 committed to diversity and inclusion in the workplace and is an equal opportunity employer. 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 Talent Acquisition Specialist (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. Our Diversity, Equity & Inclusion (DEI) team is also available for support. You can contact them at dei@pgn.com.
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.
January 14, 2024