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Senior Director, Coworker Growth

2 months ago

OAKLAND, United States PG&E Corporation Full time

Requisition ID # 159531 

Job Category: Human Resources 

Job Level: Senior Director

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, Coworker Growth leads the development and delivery of world-class, impact-driven talent solutions for a joyful coworker experience. This Senior Director will lead the design, development and implementation of coworker growth strategy and organizational development programs that span the coworker lifecycle (that is, hire-to-retire) to cause breakthrough outcomes in ensuring that we have the right coworker capabilities at the right place and time. This role will enable successful ownership and achievement of PG&E’s and the People organization’s strategic plans.

 

Reporting Relationship

 

This position reports to the Senior Vice President, Talent, Culture & People and will lead the following groups: Leadership Employee Development (LED) Program Management; Curriculum Design & Delivery; Performance & Succession; and PowerPathways and among other groups which represent approximately 65 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

 

  • Scale the existing talent strategy, architect the future state strategy, and direct the implementation of the enterprise-wide talent management and Learning and Development (L&D) strategy to integrate it across each of the talent functions.
  • Partner with key internal stakeholders, including PG&E Academy to drive best-in class solutions for front line coworkers and leaders.
  • Identify key industry trends and market dynamics, provide thought leadership, and apply best-in-class practices to align talent and development solutions to the company's strategic goals.
  • Guide strategy and action plans for growth and development of the leadership pipeline at PG&E, including breakthrough strategy, performance management, talent management, succession planning and workforce development programs such as PowerPathways.
  • 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 Coworker Growth.
  • Creates clear and concise presentations for the executive leadership team regarding Growth strategy, activities, and results.

 

Organizational Excellence

 

  • Implement and own the management of business processes and technology platforms that support effective L&D delivery.
  • Design and implement the tools, resources, and programs to enable optimized business operations and organizational effectiveness.
  • Supports cross-functional team efforts to identify, develop, deliver and maintain compliance training courses for PG&E, by partnering with key stakeholders (e.g., Environmental Safety, Human Resources, Legal, specific functional areas) to identify mandatory compliance training for the enterprise.
  • Leads the development of key performance metrics (leading and lagging indicators) that provide visibility into key trends for data-driven decision-making.

 

Organizational Development

  • Facilitate the development of technical learning and human capability needed to advance organizational maturity.

 

Team Leadership

  • Direct supervision, responsibility and accountability of a dedicated and diverse Coworker Growth team that are comprised of learning and development, workforce development and talent management.
  • Responsible for establishing and collecting performance metrics and informing key functions of performance trends.

 

Internal and External Partnerships

  • Coordinate execution and outcomes across a variety of internal stakeholder including communications, regulatory, and supply chain.
  • Develop and maintain positive relationships with external partners and professional organizations

 

 

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, Adult Learning or related fields, or equivalent experience
  • 10 years of relevant experience
  • 5 years of progressive supervisory/managerial experience

 

Desired

  • MBA or Master’s Degree
  • Adult learning expertise, including leadership development.
  • Experience with training programs in large, cross functional organizations.
  • Ability to influence and engage senior leadership.
  • Ability to influence and engage internal and external partners

 

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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