Manager Employee Relations

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 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

- Deep expertise in employee relations, including investigations, corrective action, conflict resolution, and 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 employee relations trends and using data to drive preventive strategies

- Strong project management and process improvement skills with the ability to design and execute ER 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

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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.