Requisition ID # 163213 

Job Category: Human Resources 

Job Level: Director/Chief

Business Unit: Human Resources & Enterprise Change Ofc

Work Type: Hybrid

Job Location: Oakland

 

 

Company

 

Pacific Gas and Electric Company, incorporated in California in 1905, is one of the largest utility companies in the United States. Based in Oakland, the company is part of PG&E Corporation.

 

There are approximately 26,000 employees who carry out Pacific Gas and Electric Company's primary business—the transmission and delivery of energy. The company provides natural gas and electric service to approximately 16 million people throughout a 70,000-square-mile service area in northern and central California.

 

Pacific Gas and Electric Company and other energy companies in the state are regulated by the California Public Utilities Commission. The CPUC was created by the state Legislature in 1911.

 

PG&E service area stretches from Eureka in the north to Bakersfield in the south, and from the Pacific Ocean in the west to the Sierra Nevada in the east.  108,000 circuit miles of electric distribution lines and 18,000 circuit miles of interconnected transmission lines.  44,000 miles of natural gas distribution pipelines and 6,300 miles of transmission pipelines.  PG&E serves 5.6 million electric customer accounts. 4.6 million natural gas customer accounts.

 

Culture, Purpose, Stands – PG&E seeks to have leaders who embrace and support our safety culture, who are inspired by our virtues and who seek to deliver on our stands.

 

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.

 

 

Department Overview

 

The People team delivers expertise, resources, and solutions to positively impact our coworkers, contract coworkers, company, partners and hometowns so that PG&E can achieve amazing outcomes.  We are an enthusiastic and collaborative group of professionals who strive to improve our work, our results, our skills, and our company.  The People team provides the tools and the guidance our coworkers need to be their best and find joy at work.

 

The People organization is comprised of the following groups:  Benefits; Compensation; Diversity Equity Inclusion & Belonging; People Partners; Labor Relations; People Development & Growth; People Solutions; Talent Acquisition & Mobility (Recruiting); Workforces Development; and the Enterprise Change Office. 

 

We believe that People are our business.  Trust is the foundation of everything we do.  Together, we partner to deliver a joyful coworker experience.

 

 

Position Summary

 

We are seeking a dynamic Director, People Partner to join our team.  As our Director, People Partner, you’ll play a pivotal role in developing the strategy to shape a workplace environment where every coworker feels known, loved, and proud. You’ll be at the heart of our organization, designing and delivering initiatives that enhance business outcomes, while creating a joyful coworker experience.

 

Imagine being a strategic partner and team leader, collaborating with other leaders to align People practices with our business goals.  In this role, you’ll leverage your deep people and leadership expertise to foster a culture of innovation, support meaningful change, and champion coworker well-being. Your insights will directly influence talent strategies, ensuring we attract and retain top talent while cultivating an inclusive environment where coworkers thrive.

 

If you’re passionate about making a difference and want to be part of a dynamic team that values collaboration and growth in a forward-thinking utility company, we’d love to hear from you! Together, we’ll create a workplace that energizes our teams and drives exceptional results.

 

 

Reporting Relationship

 

The Director, People Partner will report directly to Vice President, People Partner and will lead a team of 5-10 HR professionals.  This leader will also be closely aligned to the business and be accountable to that executive leader.

 

This position is a hybrid role, 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.

 

 

Job Responsibilities

 

The Director, People Partner position is responsible for designing the strategy that aligns business objectives with coworkers and management in designated business units. This position formulates partnerships across the People function to deliver value-added service to management and coworkers that reflects the business objectives of the organization. The Director, People Partner has a full understanding of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

 

The Director, People Partner position is also responsible for leading a team of HR professionals.  This team is responsible for providing advice and counsel to coworkers and leaders in the organizations, leading the People program delivery to specified clients.  The scope of that work includes collaborating with those who head Performance Management, Pay Planning, Succession Planning, Employee Relations, Labor Relations to create a seamless service to the business.

 

This role requires a strategic thought leader with a strong business acumen and the ability to foster cross-functional relationships across the organization. The ideal candidate will demonstrate competencies in the following areas:

 

Business Acumen:

Leverage industry and organizational knowledge to align People strategies with business goals. Understand financial metrics to inform People decision-making, support organizational sustainability, and drive waste elimination

 

Strategic Partnership:

Provide strategic consultative problem-solving to address complex organizational challenges. Ensuring People projects are in alignment with the organization’s strategic objectives. Identify and mitigate risks associated with People initiatives.

 

 Relationship Management:

Foster collaboration and networking with our most senior leaders across departments to enhance organizational cohesion. Be a persuasive influencer to advocate for People initiatives and drive change.

 

 Data Judgment:

Interpret and analyze People metrics to inform strategic decisions. Craft compelling data storytelling to communicate insights and recommendations to internal and external stakeholders Apply foundational data analytics to optimize People processes and outcomes. Strong analytical skills with the ability to interpret People metrics and drive data-informed decisions

 

 Talent Optimization:

Insights and knowledge of the talent within the organization, ability to build and strengthen a talent pipeline, ensuring skills and capabilities for the future.  Including talent management, labor strategy, organizational design, and development. Influence and implement strategic People practices that enhance coworker experience and drive engagement. Drive change management initiatives to support organizational transformation. Demonstrate technological savviness to leverage People tools and platforms effectively. Familiarity with HR technology trends and tools for optimizing People processes.

 

 Agility:

Foster a growth mindset within the People team and across the organization. Lead and encourage innovation and iteration in People practices to anticipate and adapt to evolving business needs. Lead and adapt a commitment to continuous improvement and innovation.

 

 

Leadership Qualities

 

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

 

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. Serves as the voice to ensure public safety and compliance

 

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, Business Administration, or similar discipline, or equivalent related work experience Minimum of 10 years of HR experience Leadership experience, 5 years Proven experience in HR partnership roles or equivalent Demonstrated experience working with senior executives, including demonstrated ability to effectively communicate and influence leaders at the executive level. 

 

Desired

Master’s degree SPHR or SHRM-SCP Experience working in a large organization (preferably over 10,000 coworkers). Experience working in unionized environment Knowledge: Strong understanding of employment laws and regulations, especially California labor laws. Familiarity with HR best practices and industry standards.

 

Skills: Building partnerships and working collaboratively with others to meet shared objectives. 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

 

 

Compensation

 

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 point of the range ($225,000), the decision will be made on a case-by-case basis related to the above factors.

 

A reasonable salary range is:

 

Bay Area Minimum: $167,000

Bay Area Maximum: $284,000