Senior Manager, HR Strategy and Operations

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.SummaryDrives the strategy, mission, vision, values, and all planning components for HR. Acts as the chief of staff, ensuring HR is thinking strategically as well as meeting all our goals.Leads and manages several functional areas:HR Strategy, Planning, Reporting and MetricsHR Connect (HR Services)Employee Experience / Process ImprovementsHR CommunicationsHR TechnologyCareer Level SummarySenior Manager, Human Resource Operations 6955 / Chief of Staff FunctionGrade 10Career Level: M3 Senior ManagerProvides leadership to managers and professional associatesIs accountable for the performance and results of multiple related teamsDevelops departmental plans, including business, production and/or organizational prioritiesDecision-making is guided by department/district objectivesKey Responsibilities:Manage HR Strategy & Program PlanningDevelops the overall HR strategy, vision, mission and values in collaboration with the Senior Director, HR Strategy, Total Rewards and Operations, VP of HR, and the senior leadership team.Leads a team that cultivates a continuous improvement organization focused on streamlining processes and advancing technologies while promoting a culture of customer service.Drives HR strategies that build capability, achieve strategic objectives, and deliver best practices.Manage HR Operational Processes & ProgramFunctional Leadership for HR Reporting and Analytics, HR Services, HR Communications, HR Technology, Employee Experience and Process Improvements. Works with each team or individual to deliver the strategy and programs they own.Sponsors, drives, and supports the implementation of enterprise and HR strategic improvement initiatives including tracking and reporting of programs / metrics to ensure efficiency and effectiveness.Develops and maintains collaborative relations within HR and other functional areas. Creates a positive and trustworthy environment and HR reputation.Represents HR for policy and/or process changes that relate to HR functions.Implements and analyzes performance metrics, benchmarking and improvement initiatives to achieve operational excellence; ensures service level agreements are met or exceeded and HR transaction costs are managed.Manage HR Systems, Technology & ToolsOversees the development and execution of the HR technology strategy and roadmap ensuring sustained innovation and alignment to current and future business objectives;Ensures data governance and compliance controls are met.Serves as a key liaison between HR and business stakeholder groups to ensure seamless points of integration related to data, systems and processes.Financial ManagementManages the financial planning process for the team, creating budgets and managing to them.Team ManagementManages a manager(s) and team of professionals. Is responsible for developing the team and providing continuous learning opportunities.QualificationsEducation

Requires a bachelor's degree in business administration, human resources management or other related field or equivalent experience.Experience

Typically, 12 or more years in human resources or related field.CompetenciesFunctional Competencies:Expert knowledge of the fundamental human resource management laws, principles, systems, policies, methods and practices.Expert knowledge of PGE's HR systems, policies and procedures.Expert skills in designing and implementing systems, policies, procedures and innovative practices for continuous improvement and internal controls.Advanced knowledge of enterprise level technology solutions, including Enterprise Resource Planning (ERP) and Cloud systems.Advanced computer skills using Microsoft Office and automated HR-related systems.Intermediate knowledge of relevant utility industry regulations, including Oregon Public Utility Commission (OPUC) requirements.Intermediate skills in developing, applying and analyzing performance metrics/key performance indicators (KPIs).General Competencies:Expert analytical thinking skills.Expert conflict management skills.Expert decision-making skills.Advanced influence skills.Expert interpersonal skills.Advanced organization and prioritization skills.Advanced presentation and facilitation skills.Expert problem-solving skills.Expert written and oral communication skills.Senior Leader Practices:Drives Vision and Purpose.Business Insight.Strategic Mindset.Develops Talent.Manages Ambiguity.Physical, Schedule/Attendance and Cognitive DemandsCognitive Level: Substantial: 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 work long hours.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.Ability to work on-call schedule.Physical Capabilities:Computer use (use computer regularly for entire work shift).Carrying: Up to 10 lb.Environment: Office environment.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.Compensation Range:

$139,230.00 - $258,570.00Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity. While we anticipate the selected candidate for this position will fall towards the middle or entry point of the compensation range, the decision will be made on a case-by-case basis.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.

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