Senior Change & Culture Specialist

Requisition ID # 172672 

Job Category: Human Resources 

Job Level: Individual Contributor

Business Unit: Strategy & Growth

Work Type: Hybrid

Job Location: Danville; San Ramon

Department Overview

Electric Transmission & Distribution ensures the delivery of clean, safe, reliable and affordable energy to nearly 16 million people in Northern and Central California. The Electric Transmission & Distribution Team is responsible for ensuring the electric grid's reliability and resiliency through the ongoing maintenance and operations of PG&E's 100,000 miles of distribution lines and over 18,000 miles of Transmission lines. Coworkers in Electric Transmission & Distribution actively engage in the Lean Methodology through the use of visual management in operating reviews to cross-functionally identify and solve problems, and create standard work. By working together as One Electric. One Team. We are delivering for our hometowns. Electric Transmission & Distribution is comprised of approximately 6,500 coworkers.

Position Summary

Provide consultation on change management approaches, plans, and practices. Assistance in implementing change management plans.

• CHANGE MANAGEMENT CONSULTATION: Provide change management support for major initiatives to ensure that the workforce is prepared for technology, process, and organizational changes. Assess change management needs and design change management plans that support organizational readiness for change, both pre and post project deployment. In partnership with project managers and business sponsors, execute change management plans that include coordinated Learning, Communication and Engagement activities. May partner with Learning and Communications teams to implement plans. Drive the sustained adoption of change to maximize effectiveness and benefits of change initiatives. Work with project teams to incorporate change management activities into the overall project plan.
• LEARNING AND COMMUNICATION STRATEGIES: Identify communication and training opportunities and approaches to facilitate understanding and to garner support for change. Review training and communication plans and deliverables to ensure they meet the needs of the project. May develop and implement communication plans on smaller projects.
• RISK ASSESSMENT: Anticipate people related risks and develop plans and actions to mitigate risks and address concerns.
• ONGOING ASSESSMENT & EVALUATION: Evaluate and measure results and success of change management strategies, plans and actions and present findings. At project close, develop project sustainability plan and monitor effectiveness.
• RELATIONSHIP MANAGEMENT: Develop & maintain relationships with project stakeholders including management, union leadership and matrix or cross-functional teams to deliver desired impact and results.
• VENDOR/CONTRACTOR MANAGEMENT: Partner with project managers to evaluate which change management vendors, contractors or products best meet the needs of a project. Work to secure and manage contracts or implement acquired products and solutions. Provide training on PG&E OCM Methodology to external vendors along with on-going coaching on change management approaches.
• OCM GOVERNANCE: Incorporate OCM Methodology into existing governance processes, participate in project evaluations and design strategies to assist project teams in meeting OCM requirements.
• BEST PRACTICES: Identify and incorporate industry change management best practices and internal lessons learned assessments into change management methodology

This position is hybrid, working from your remote office and your assigned work location based on business need.

PG&E is providing the salary range that can reasonably be expected for this position at the time of the job posting. This salary range is specific to the locality of the job. The actual salary paid to an individual will be based on multiple factors, including, but not limited to, internal equity, specific skills, education, licenses or certifications, experience, market value, and geographic location. The decision will be made on a case-by-case basis related to these factors. This job is also eligible to participate in PG&E’s discretionary incentive compensation programs. 

A reasonable salary range is:

Minimum Base Salary (Bay Area)           $ 98,000.00

Maximum Base Salary (Bay Area)          $ 146,000.00

Job Responsibilities

• Develops specific and tailored change management approaches, plans and tactics for complex change initiatives.
• Able to ask probing questions and navigate and understand the business, operations, systems or processes to be able to identify change management risks and strategies that will work best.
• Able to communicate risks and strategies at the VP level.
• Diagnose cultural and organizational barriers to innovation adoption within specific business units and across the enterprise — identifying where resistance is structural, where it is behavioral, and where it is a matter of leadership modeling
• Design and implement change interventions that address those barriers: leadership alignment sessions, trust-building processes, psychological safety assessments, and targeted culture-building activities
• Work alongside the Innovation Facilitator to ensure that ideation sessions generate sustained follow-through — designing the before and after, not just the session itself
• Develop and steward an internal innovation culture framework for PG&E — a shared language and set of norms that can be explicitly taught, modeled, and reinforced by leaders across the company
• Build relationships with HR, Organizational Development, and Learning & Development functions to align the team’s culture work with broader people strategies
• Coach individual leaders and teams on adopting innovation mindsets and behaviors — particularly in a risk-averse, compliance-driven environment where those behaviors run counter to default norms
• Track cultural indicators over time: psychological safety scores, idea-sharing behaviors, cross-functional collaboration patterns, and leadership modeling of innovation values

Qualifications

Minimum:

• Bachelor’s Degree or equivalent work experience required.
• 6+ years of change management experience

Desired:

• Background in organizational development, industrial-organizational psychology, organizational behavior, or applied behavioral science — graduate-level training strongly preferred
• Demonstrated experience leading culture change initiatives in large, complex organizations — ideally in regulated industries, manufacturing, infrastructure, healthcare, or the public sector
• Formal change management certification (Prosci, CCMP, or equivalent) is a meaningful signal, but applied track record matters more than credentials
• Experience with psychological safety assessments, culture surveys, or organizational climate research — and the ability to translate those findings into action
• Coaching background (ICF-certified or equivalent) is a strong plus, as a significant portion of this role involves working one-on-one and in small groups with leaders and teams
• Exposure to innovation culture specifically — whether through academic study of innovation management, internal innovation roles, or work with organizations actively building innovation capacity

Skills

• Organizational diagnosis — ability to read organizational culture accurately, identify informal power structures, and understand why change efforts succeed or stall
• Change management depth — working mastery of at least one major change framework (Prosci/ADKAR, Kotter, Bridges Transition Model, or equivalent) and the judgment to know when frameworks help and when they get in the way
• Coaching and facilitation — skilled at working with individuals and small groups to shift mindset and behavior, not just communicate new expectations
• Psychological safety expertise — understanding of the research on team psychological safety and ability to design practical interventions that build it in real organizational contexts
• Systems thinking — can see how culture, incentives, leadership behavior, and organizational design interact; does not treat culture change as a training problem
• Credibility with engineers and operators — comfortable working in a technical, operationally-focused environment without dismissing the caution that defines utility culture
• Intellectual curiosity — an interest and ability to learn and build an innovation program through close collaboration with teammates