Requisition ID # 161623 

Job Category: Human Resources 

Job Level: Individual Contributor

Business Unit: Gen Counsel, Ethics, Risk & Compliance

Work Type: Hybrid

Job Location: Oakland

 

 

Department Overview

 

The Ethics Programs team is comprised of the Employee Conduct Program, Ethics Programs Trainings & Communication, Ethics Programs Investigations, and the Monitor Program. Together, they create and implement strategies to foster a culture that reflects PG&E's values and behaviors, promote a transparent process and environment where appropriate conduct is expected, and partner with Functional Areas to address unethical behavior and close gaps in policies or procedures.

 

The Ethics Programs Investigations team leads the Company’s internal evaluation of reported violations of the Code of Conduct, policies, standards, and/or procedures that impact our people in the workplace. The team is responsible for conducting investigations into allegations of misconduct as defined by the Company’s Code of Conduct, and may include allegations of discrimination, harassment, retaliation, fraud, conflicts of interest and other violations. The team ensures that an objective review is taken of allegations. Investigators take pride in ensuring employees who raise concerns feel their concerns were treated seriously, investigated objectively, and concluded fairly.

 

Position Summary

 

The Senior HR (EEO) Investigator is responsible for reviewing complaints, and planning, conducting, and communicating results of investigations into alleged misconduct. This is a critical role for the business. How investigations are conducted directly supports employee’s confidence in a Speak Up culture. The role of the investigator is to be a neutral fact finder that conducts investigations in a thoughtful, thorough, and objective manner. At the conclusion of the investigation, the Investigator will complete a written report and communicate outcomes with critical stakeholders and in other forums when corrective action may be under review. 

 

The position is hybrid working from your remote office and in-person at the Oakland General Office and/or San Ramon office based on business needs.

 

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 between the entry point and the middle of the range, the decision will be made on a case-by-case basis related to these factors.​ This job is also eligible to participate in PG&E’s discretionary incentive compensation programs.  

 

A reasonable salary range is:​

 

Bay Area Minimum:             $102,000    

Bay Area Maximum:           $162,000

 

Job Responsibilities

 

Investigator duties and responsibilities may include: 

Conducting intake, analyzing the allegation, developing an investigation plan, conducting the investigation, completing a written report, and communicating an appropriate summary of the investigation outcome(s) to relevant parties. Duties include interviewing complainant(s), witness(es), and subject(s); and consulting with appropriate subject matter experts (SMEs).  Maintaining accurate and thorough intake, interview notes, and documentation of all investigation action(s), file(s), and record(s) in the Company’s electronic case management system(s) and in accordance with the Company’s investigation procedures. Collaborating with the Compliance and Ethics, Human Resources Business Partners/Consultants, Law, Labor Relations, Corporate Security, and other stakeholder across the enterprise to complete investigations. Researching, interpreting, and applying investigation procedures, internal policies, and local, state, and federal equal employment opportunity laws.  Coaching and providing guidance to business leaders and other stakeholders on investigation procedures, internal policies, and risk management/intervention strategies.  Coaching and mentoring other investigators.  As a member of the broader HR team, Investigations may also participate in other assignments, such as conducting and developing training, developing policies and/or procedures related to misconduct investigations, and partnering with colleagues or other departments on special projects/assignments as needed. 

Qualifications

 

Minimum:

 

Bachelor’s Degree in Business Administration, Law, Journalism, Psychology, Public Policy or related field or equivalent experience 5 years of progressive experience in employee relations, Human Resources, or related experience 3 years of relevant HR employee investigations or equivalent experience

 Desired:

 

Advanced Degree in Business, Law, Communications or related field or equivalent experience preferred HR Professional certification (e.g., SHRM-CSP) Experience working in employment law (e.g., paralegal, attorney, and/or licensed private investigator) Working knowledge of HR policies; and local, state, and federal employment laws and regulations (e.g., DOL, EEOC, Title IX, FMLA/CFRA, ADA, etc.) Proficiency with MS Office and ability to learn case management database systems Strong analytical skills to interpret and dissect complex issues Ability to build relationships and work collaboratively with other departments Strong interpersonal skills: with ability to listen well, demonstrate sensitivity to all parties Strong written communication skills employed to write clear, concise, and logical reports Strong oral communication skills to effectively explain information to stakeholders Ability to maintain high degree of ethical conduct Ability to effectively interact with a culturally diverse workforce

 

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