Senior Manager Talent and Leadership Development

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. Senior Manager Talent and Leadership Development Job Function Summary Leads the Talent Development and Training function with responsibility for enterprise learning, leadership development, executive development, succession readiness, and manager capability programs. Partners with senior HR and business leaders to design and deliver development strategies, learning solutions, and training programs that strengthen workforce capability, build leadership effectiveness, and support long-term organizational performance. Career Level Summary Provides leadership to managers and professional associates Is accountable for the performance and results of multiple related teams Develops departmental plans, including business, production and/or organizational priorities Decision making is guided by department/district objectives Key Responsibilities Lead Talent and Leadership Development Strategy Develops and leads the enterprise talent and leadership development strategy in alignment with HR priorities, business objectives, and long-term workforce capability needs. Partners with senior HR and business leaders to identify leadership gaps, strengthen succession readiness, and design programs that build critical capabilities across the organization. Advances a continuous improvement mindset by evaluating program effectiveness, monitoring internal and external talent trends, and refining development solutions to meet evolving business needs. Develops clear materials, recommendations, and executive-level updates that communicate strategy, progress, and impact. Build Executive and Enterprise Leadership Capability Designs and leads executive and enterprise leadership development programs that strengthen leadership effectiveness, succession readiness, and organizational performance. Partners with senior HR leaders, officers, and business leaders to identify priority capabilities, assess development needs, and create targeted solutions for executives, senior leaders, and critical leadership populations. Oversees development experiences, coaching approaches, assessments, and learning pathways that build leadership depth and reinforce consistent expectations for leading people, teams, and business outcomes. Oversee Learning, Training, and Program Delivery Leads the Talent and Leadership Development team responsible for enterprise learning, training, and development program execution. Sets team priorities, allocates resources, and provides direction to ensure programs are delivered with quality, consistency, and measurable impact. Oversees the design, implementation, and evaluation of learning solutions that build workforce capability, strengthen manager effectiveness, and support business priorities. Develops team members, manages performance, and fosters a service‑oriented culture focused on continuous improvement, operational excellence, and practical solutions for the business. Manage Financial, Vendor, and Resource Planning Manages the budget, vendor relationships, and resource planning for talent, leadership development, and training programs. Establishes priorities and allocates resources to support strategic objectives, scalable program delivery, and effective use of investments. Oversees external partners, contracts, and related services to ensure quality, value, and alignment with organizational needs. Monitors spending, evaluates program investments, and recommends adjustments to improve efficiency, impact, and long‑term sustainability. Functional Leadership Exercises comprehensive functional and industry knowledge in specialized areas; identifies and resolves complex multidimensional business problems; exercises delegated authority over planning, direction and timely execution for a functional area or program; establishes and maintains contacts with management levels within and outside the company and at government agencies and with industry experts in accomplishing function or program objectives. Financial Management Sets strategy and develops plans, policies and processes for the accounting, budgeting and, where applicable, charging of department resources and services, including the definition of cost models and charging models; sets, negotiates, approves and manages all financial budgets and targets, ensuring that there is adequate funding for department objectives and plans. Resourcing Oversees workforce planning and resource strategy across multiple departments, ensuring that there is adequate skilled resource to meet planned service delivery or department objectives; ensures integration with strategic human resource plans; responsible for recruitment, development and demand forecasts for multiple departments. Professional Development Determines organizational development needs in line with business needs and strategic direction of departments; generates development strategies to achieve required change; monitors progress and evaluates business benefits achieved. Education Requires a bachelor's degree in human resources, organizational development, industrial/organizational psychology, business administration or other related fields or equivalent experience. Experience Typically 12 or more years in related field. Certifications, Licenses and Training Relevant certifications preferred, such as SHRM‑SCP, SPHR, ATD CPTD, executive coaching certification, ICF credential, Prosci change management certification, or leadership assessment certifications such as Korn Ferry, Hogan, DiSC, MBTI, or similar. Training or experience in adult learning, instructional design, facilitation, executive development, and leadership assessment tools is also preferred. Competencies (Knowledge, Skills, Abilities) Functional Competencies Advanced knowledge of talent development, leadership development, succession planning, adult learning, and capability‑building practices. Strong knowledge of executive development, leadership assessment, coaching practices, and senior leader development solutions. Ability to design, implement, and evaluate learning strategies, training programs, curricula, and development pathways. Knowledge of organizational effectiveness, change management, culture, team effectiveness, and performance improvement practices. Ability to use data, metrics, and feedback to evaluate program effectiveness and improve talent and learning outcomes Advanced computer skills using Microsoft Office and automated HR‑related systems Intermediate knowledge of relevant utility industry regulations, including Oregon Public Utility Commission (OPUC) requirements General Competencies Expert analytical thinking Expert conflict management skills Expert decision‑making skills Advanced influence skills Expert interpersonal skills Advanced organization and prioritization skills Advanced presentation and facilitation skills Expert problem‑solving skills Expert written and oral communication skills Leader Practices Drives Vision and Purpose Business Insight Strategic Mindset Develops Talent Manages Ambiguity Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity. 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 View email address on click.appcast.io or by calling View phone number on click.appcast.io. 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. June 19, 2026 #J-18808-Ljbffr