Expert Leadership Development Business Specialist

Requisition ID # 165198 

Job Category: Human Resources 

Job Level: Individual Contributor

Business Unit: Human Resources & Enterprise Change Ofc

Work Type: Hybrid

Job Location: Oakland

Department Overview 

The Human Resources department provides the organization with people management tools, information, and services to enable our co-workers to deliver for our hometowns. The People Development Team is responsible for the Performance Management, Succession Planning and Learning and Development functions for the Company. 

Position Summary 

The Expert Leadership Development Business Consultant will collaborate with the team and stakeholders to design, develop, implement, and track performance management (PM) and succession planning (SP) strategies, plans, programs, and actions. In this role you will have knowledge of established methods in talent development and organizational effectiveness to evaluate performance and potential; knowledge of methods and procedures to manage qualitative and quantitative data and knowledge of training and communication methods to positively affect behavior change. 

You will be most successful working in a consultative manner, with the ability to influence positive outcomes, while building strong working relationships. 

The position is classified as hybrid. The work will be performed at your remote office and in the Oakland General Office with 0-3 days in office as business needs require. 

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. This compensation 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, 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 between the entry point and the middle of the range, 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:​ 

Bay Area Minimum:       $​118,000

Bay Area Maximum:       $​188,000 

Job Responsibilities 

To include, but not limited to: 

• Performance Management and Leadership Development: Support the design and continuous improvement of the performance management and succession planning framework and processes.
• Organizational Consulting, monitoring, and reporting, including contributing to development of dashboard, on outcomes and effectiveness of PM and SP programs. Collect “voice of the customer” input.
• Project Manage programs including developing and contributing to change management plans, organizational communications and metric development and analyses:
• Design, develop and conduct training and informational workshops related to programs including sessions on core activities, related technical programs and/or process changes. Topics could include routine PM-SP activities, new technology, training, and process changes.
• Process Improvement: Evaluate effectiveness of tools and processes, identify trends and drivers, and suggest or implement process changes to improve results and/or the customer experience. Continuously enhance alignment and linkage of PM and SP with other areas in HR to create synergies and increase effectiveness.
• Special Project Work: Participate and/or lead project work related to performance management and succession planning.
• Serve as key contact and lead for managing for SAP business system requirements for performance management and succession planning.
• Resolve SAP/SuccessFactors issues as they arise during administration of the programs. 

Qualifications

Minimum:

• Bachelor’s degree or equivalent work experience
• 7 years of relevant work experience

Desired:

• Experience designing, developing, and implementing talent development programs (e.g., performance, succession planning)
• Experience in organizational effectiveness, may include holding master’s in industrial psychology.
• Experience managing SAP business requirements for subject modules.
• Experience designing and delivering training effective presentations.
• Experience developing change management and communications in support of enterprise HR Programs
• Knowledge of organization development and organization effectiveness concepts and their applicability to performance management and succession management
• Knowledge of HR metrics
• Proficient in conducting data analysis, deriving insights from data, and presenting content that is clear and compelling.
• Intermediate knowledge of SAP HR applications
• Excellent oral and written communication skills.
• Computer skills to include, Word, Excel, PowerPoint.
• Project management/organizational skills with strong attention to detail, systems, and processes