Business Unit: Human Resources & Enterprise Change Ofc
Work Type: Hybrid
Job Location: Oakland
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; HR Business Partners; Labor Relations; People Development; People Solutions; Talent Acquisition & Mobility (Recruiting); Workforces Development; and the Enterprise Change Office.
Our business is people. Trust is the foundation of everything we do. Together we partner to deliver a joyful coworker experience.
Position Summary
The Senior Director, Culture leads the development, implementation, and execution of culture-building programs that deliver on PG&Es Purpose Virtues and Stands to creating an environment of inclusion, engagement and leading with love. This role is responsible for the enterprise strategy work on Diversity, Equity, Inclusion and Belonging (DEIB), Joy at Work, Breakthrough, and Change Management. The Senior Director is a trustworthy owner of the Enterprise and People team’s strategic culture plans and together partners with the functional areas to deliver a joyful coworker experience.
Reporting Relationship
This position reports to the Senior Vice President, Talent, Culture & People. Some of the business groups this Senior Director will lead is Diversity Equity Inclusion & Belonging (DEIB), Enterprise Change Office and Information Management, Joy Survey and Listening Strategy, among others which represents approximately 35 employees and contractors. There may be other groups developed as this organization matures.
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.
Job Responsibilities
Strategic Alignment
Guide strategy and action plans for development and implementation of enterprise culture programs such as DEIB, Joy, and Breakthrough to optimize business performance and coworker morale
Identify key industry trends and apply learnings to align culture programs to PG&E’s strategic goals
Cultivate followership and develop strategic partnerships with senior executives across the functional areas throughout the organization
Drives the execution of relevant People True North Strategy (TNS) initiatives related to organizational culture
Creates clear and concise presentations for the executive leadership team regarding organizational culture strategy, activities, and results
Establish, operate, and improve management of all programs, resources and tools relating to organizational culture
Organizational Transformation
Influences others to cause cultural change across the enterprise by serving as a core cross-functional partner
Design, implement, and execute plan to embed change management as a core leadership capability to transform the business by enabling leaders to own change
Develop and implement an enterprise listening program that captures the voice of the coworker and keeps the pulse of the organization in order to deliver on our stand that it is enjoyable to work with and for PG&E
Partners with key stakeholders from different functional areas to implement enterprise culture strategy effectively into their organizations
Leads the development key performance metrics (leading and lagging indicators) that provide visibility into key trends and allow for data-driven decision-making
Implements enterprise Breakthrough strategy to create a company where all coworkers are empowered to cause extraordinary outcomes
Leads all culture programs and initiatives for the People team
Team Leadership
Direct supervision, responsibility and accountability of a dedicated and diverse organizational culture team (i.e., Joy, DEIB, Breakthrough, change management), including budget and headcount
Leads the development key performance metrics (leading and lagging indicators) that provide visibility into key trends and allow for data-driven decision-making
Internal and External Partnerships
Coordinate execution and outcomes across a variety of internal stakeholders including Communications, Customer, Operations, Engineering, Planning, Strategy, and corporate support groups
Serves as a SME and thought-partner to the PG&E leadership team for culture related initiatives
Develop and keep positive relationships with external partners (including labor unions) and professional organizations
Externally represents for the company’s culture work and results
Leadership Qualities
PG&E expects its leaders to conduct themselves with the highest ethics and integrity and to embody specific leadership qualities.
Transformational Leadership:
Demonstrates a holistic view of the engineering, asset and work management and delivers a compelling enterprise vision of how the technology platforms can contribute to growth and performance.
Creates long-term goals that inspire others and demonstrate innovative thinking.
Plots a path from the present to the future and understands what must change to get there.
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, Business Administration or equivalent experience
10 years of relevant experience in HR, Organizational Development, or equivalent experience
3 years of supervisory/managerial experience
Desired
MBA or Master’s Degree
Senior Professional in Human Resources certification
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. 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 Base Salary: $189,000
Bay Area Maximum Base Salary: $323,000
In addition to the Senior Director’s base salary is the Short Term Incentive Plan (STIP) target and the target Long Term Incentive Program (LTIP). These are not guaranteed components of the compensation package.
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Seniority level
Director
Employment type
Full-time
Job function
Other
Industries
Utilities
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