Human Resources Manager

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.

Serves as a strategic advisor to HR and business leaders by aligning people, organizational, and business objectives. Leads and advises on core human resources functions, including employee relations, talent management, performance, and workforce practices. Ensures equitable, consistent, and legally compliant employment practices that support PGE’s culture, values, and business goals.

Leads employee relations as part of an integrated human resources function and serves as a trusted advisor to HR and business leaders. Partners with HR Business Partners, Labor Relations, Legal, and leaders to address workforce issues, ensure consistent policy application, and maintain equitable and legally compliant practices. Provides guidance on performance management, corrective action, and conflict resolution. Oversees complex or high-risk investigations, ensuring objective, timely, and compliant outcomes.

Uses workforce and case data to identify trends, inform proactive strategies, and strengthen leadership effectiveness, engagement, and workplace culture. Develops and delivers HR policies, tools, and training that build manager capability and reduce organizational risk.

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.

Maintains current knowledge of employment law, human resources practices, and organizational policies to support effective risk management. Builds enterprise capability by advising, coaching, and enabling HR Business Partners and leaders to apply sound people practices. Pursues ongoing professional development to stay current on HR trends, leadership effectiveness, and organizational culture.

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).

• Broad expertise in human resources practices, including employee relations, performance management, conflict resolution, and consistent policy application.
• Proven ability to conduct complex or high-risk workplace investigations objectively and effectively, ensuring thorough documentation and legally sound outcomes.
• Strong understanding of federal and state employment and labor laws, including discrimination, harassment, and retaliation standards.
• Broad HR knowledge, including organizational effectiveness, change management, and employee engagement.
• Ability to translate business needs into people strategies that balance risk, compliance, and organizational culture.
• Skill in identifying and interpreting trends and using data to drive preventive strategies.
• Strong project management and process improvement skills with the ability to design and execute programs and initiatives.
• Advanced facilitation, mediation, and presentation skills to influence and educate leaders at all levels.
• Proficiency with HR information systems, case management tools, and data…