New

Human Resources Manager

Portland General Electric
United States, Oregon, Portland
Jan 13, 2026
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. Job Function Summary 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. Key Responsibilities Employee Relations Management 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. 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. Professional Development 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/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 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 reporting platforms General Competencies Strong customer focus and ability to build trust and credibility with leaders, employees, and HR partners Excellent analytical and critical thinking skills with sound professional judgment Strong interpersonal, written, and verbal communication skills, including the ability to convey complex issues clearly and objectively Effective decision-making under pressure with attention to fairness and consistency Strong organization and prioritization skills with the ability to manage multiple cases and projects simultaneously Business acumen and ability to align employee relations strategies with company objectives Commitment to integrity, inclusion, and safety in all work practices Leader Practices Drives Results Plans and Aligns Decision Quality Drives Engagement Courage Physical and Cognitive Demands Cognitive 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 Driving/travel/commute- Frequently (at least once a week or more) Occasionally (one to two times a month or less)- Occasionally (one to two times a month or less) Computer use (use computer regularly for entire work shift) Environment - Indoor/Outdoor Office environment Plant environment Field environment #LI-BJ1, #LI-Hybrid Compensation Range: $119,840.00 - $222,560.00 Actual 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 an equal opportunity employer and is committed to fostering a workplace where employees feel connected, valued, and empowered to thrive. 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 Recruiter associated with the job posting. You may also make this request by contacting talentacquisition@pgn.comor by calling 503-464-7250. The Recruiter will provide information and next steps for the accommodation process. 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.