Serves as a strategic advisor to HR and business leaders by aligning employee and organizational objectives. Provides guidance on HR and employee relations matters, ensuring equitable, consistent, and legally compliant employment practices that support PGE's culture and business goals.
Key Responsibilities
Employee Relations Management
Serves as the primary resource for employee relations consultation and support. Partners with HR Business Partners, Labor Relations, Legal, and business leaders to address workplace issues, ensure consistent policy application, and promote an equitable and compliant work environment. Provides expert guidance on employee relations matters, including performance management, corrective actions, and conflict resolution. Leads or supports internal investigations, owning complex or high-risk cases from intake through resolution. Ensures that investigations are conducted objectively, consistently, and in compliance with legal and company standards. Identifies trends and insights from case data to inform proactive strategies that strengthen engagement and workplace culture. Contributes to the design and delivery of employee relations policies, tools, and training that build organizational capability and reduce risk.
Financial Management
Monitors and manages expenditures, ensuring that all financial targets are met, and examines any areas where budgets/expenditures vary from plan; assists with the definition and operation of effective financial controls and decision making.
Resourcing
Partners with HR and business leaders to assess resourcing needs for employee relations work. Contributes to recruitment, selection, and development of HR talent with ER capability. Supports workforce planning and workload prioritization across the HR function.
Professional Development
Maintains up-to-date knowledge of employment law, HR practices, and organizational policies. Builds capability among HR Business Partners and leaders through consultation, coaching, and knowledge sharing. Pursues ongoing professional development to stay current on trends in investigations, employee relations, and workplace culture.
Education/Experience/Certifications
Education Typically a bachelor's degree in business, psychology, sociology, finance, human resources, law or other related field or equivalent experience. A law degree is desirable.
Experience Typically eight or more years in multiple areas of human resources, such as benefits plan administration, investigations, employee relations, or equivalent combination of experience with three or more years of management.
Certifications, Licenses and Training PHR, SPHR, SHRM-CP or SHRM-SCP preferred. Other HR certifications are advantageous(e.g., CEBS, CBP, CCP).
Competencies (Knowledge, Skills, Abilities)
Functional Competencies
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Deep expertise in employee relations, including investigations, corrective action, conflict resolution, and policy application
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Proven ability to conduct complex or high-risk workplace investigations objectively and effectively, ensuring thorough documentation and legally sound outcomes
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Strong understanding of federal and state employment and labor laws, including discrimination, harassment, and retaliation standards
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Broad HR knowledge, including organizational effectiveness, change management, and employee engagement
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Ability to translate business needs into people strategies that balance risk, compliance, and organizational culture
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Skill in identifying and interpreting employee relations trends and using data to drive preventive strategies
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Strong project management and process improvement skills with the ability to design and execute ER programs and initiatives
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Advanced facilitation, mediation, and presentation skills to influence and educate leaders at all levels
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Proficiency with HR information systems, case management tools, and data reporting platforms
Portland General Electric Company
121 SW Salmon St
Portland
Oregon United States
www.portlandgeneral.com
