PG&E Corporation Hiring for Director, HR Business Partner at Oakland, California Full Time

Requisition ID # 146075

Job Category: Human Resources

Job Level: Director/Chief

Business Unit: Human Resources & Enterprise Change Ofc

Work Type:

Job Location: Oakland

Our Company

Pacific Gas and Electric Company (PG&E), a subsidiary of PG&E Corporation (NYSE:PCG), is one of the largest combined natural gas and electric companies in the United States. Based in San Francisco, our 23,000 employees deliver safe, reliable, affordable and clean energy to nearly 16 million people throughout our Northern and Central California service area, stretching from Eureka to Bakersfield and from the Pacific Ocean to the Sierra Nevada.

More than anything else, we are driven by our responsibility for public and workforce safety-including the recognition that every single PG&E employee is a public safety leader.

At the same time, PG&E is at the forefront of changes in the utility industry to support the transition to a cleaner energy economy. We’re ranked among the nation’s cleanest utilities and are active in shaping clean energy policies at the state and national levels. A key part of our mission is to address the challenges of climate change on behalf of the communities we’re privileged to serve.

Evidence of our mission is visible in our Community Wildfire Safety Program, created in 2018 in response to a series of extreme weather events driven by climate change. This program, which includes precautionary measures in response to 2017 and 2018 wildfires that will help further reduce wildfire threats and strengthen our communities for the future, is continually being evaluated and adjusted to meet the changing needs of California.

With all this change, we are poised for reinvention and innovation. To get there, we need top talent at all levels to bring fresh thinking to the meaningful work at hand. If you’re ready to make a real difference, and have an appetite for disrupting the status quo, there’s never been a better time to help us build a better California.

Pacific Gas and Electric Company is an Affirmative Action and Equal Employment Opportunity Employer that actively pursues and hires a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, national origin, ancestry, sex, age, religion, physical or mental disability status, medical condition, protected veteran status, marital status, pregnancy, sexual orientation, gender, gender identity, gender expression, genetic information or any other factor that is not related to the job.

Position Summary

The HR Business Partner Leadership job family leads, develops and motivates a team of Human Resources professionals as they provide strategic HR support to assigned lines of business and leverages technology and personal interactions to deliver HR programs and services. The HR Director serves as the HR strategic advisor and collaborator to their assigned line of business executive and leadership teams for implementing new programs and initiatives and managing existing HR programs, ensuring efficient processes, compliance with policies and influencing a positive culture and environment. Incumbents represent HR and assigned line of business in planning and human resources strategy implementation.

This position is hybrid, working from your remote office and your assigned work location based on business need. The assigned work location will be within the PG&E Service Territory.

PG&E is providing the salary range that the company in good faith believes it might pay for this position at the time of the job posting. This compensation range is specific to the locality of the job. The actual salary paid to an individual will be based on multiple factors, including, but not limited to, specific skills, education, licenses or certifications, experience, market value, geographic location, and internal equity. Although we estimate the successful candidate hired into this role will be placed towards the middle or entry point of the range, the decision will be made on a case-by-case basis related to these factors.

A reasonable salary range is:

Bay Area Minimum: $163,000

Bay Area Maximum: $277,000

Reporting Relationship

This position reports to the Vice President, HR Strategy Solutions.

Job Responsibilities

• Partner with the business leaders and their teams to develop people and organization strategy to support business strategy.
• Leads their HR Business Partner team for their business, including growing and developing talent and effectively delivering quality HR programs.
• Partners with the HR groups such as talent acquisition, compensation, learning & development to ensure appropriate design, execution and delivery of HR programs and initiatives to the line of business clients.
• Provides executive coaching and organizational consulting for senior leadership to improve their individual effectiveness and the effectiveness of their organizations.
• Addresses and resolves escalated HR issues that arise directly from the business and/or HR staff.
• Works with leadership to recommend solutions, process changes and strategies to resolve HR issues.
• Sets implementation plans of HR policies, programs, and processes for their line of business
• Leverage data to deliver insights to the business.
• Leads talent reviews and succession planning discussions.
• Partner with the business design and implement org changes
• Leads, motivates and develops a team of HR Business Partners and Managers as they provide strategic HR support to lines of business. This includes setting goals, managing performance and ongoing coaching and mentoring of their teams.

Leadership Qualities

PG&E expects its leaders to conduct themselves with the highest ethics and integrity and to embody specific leadership qualities.

Strategic Mindset

• Seeing ahead to future possibilities and translating them into breakthrough strategies.
• Operating effectively, even when things are not certain, or the way forward is not clear.

A Leader in the Community and Industry

• Effectively building formal and informal relationship networks inside and outside the organization.
• Anticipating and balancing the needs of multiple stakeholders.

Demonstrates Safety Leadership

• A safety champion in words and deeds with respect to both employee and public safety.
• Maintaining an environment of open dialog and free of retaliation.

Influences and Inspires

• Using various- communications that convey a clear understanding of the needs of different audiences.
• Maneuvering comfortably through complex policy, process, and people-related dynamics.

Optimizes Team Performance

• Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
• Creating a climate where people are developed and motivated to do their best to help the organization.

Values Diversity and Creates Inclusion

• Recognizing the value that different perspectives and cultures bring to an organization.

Fiscally Responsible

• Interpreting and applying understanding of key financial indicators to make better business decisions.
• Planning and prioritizing work to meet commitments aligned with organizational goals.

Leads Ethically and in a Compliant Manner

• Sponsoring and sustaining a high integrity speak-up corporate culture which prioritizes ethics, safety and compliance.
• Building on necessary level of industry, company and subject-matter expertise, including laws and regulations.

Provides a High Level of Customer Service

• Building strong customer relationships and delivering customer-centric solutions.

Background Qualifications

Minimum

• Bachelor’s Degree in Human Resources Management or similar discipline or equivalent experience required
• 10 years of relevant HR experience
• 5 years leadership experience

Desired

• Master’s Degree
• HR certification preferred (PHR, SPHR, SHRM-CP, SHRM-SCP)
• Experience as a Human Resources Generalist, or related, 10 yrs
• Building partnerships and working collaboratively with others to meet shared objectives.
• Experience with compensation programs, and how to effectively use them to properly incentivize performance/results
• Applying knowledge of business and the marketplace to advance the organization’s goals.
• Painting a compelling picture of the vision and strategy that motivates others to action.
• Ability to influence and lead behavior change.
• Providing direction, delegating, and removing obstacles to get work done.