Counsel II (Employment)

This Counsel II role is a key strategic partner to our Human Resources and business leaders, providing expert legal guidance on a wide range of employment issues. This role demands a pragmatic, business-oriented attorney with a deep understanding of federal and state laws, capable of managing litigation, conducting investigations, training, and developing compliance strategies within the unique context of the energy industry, which includes unionized field employees subject to health and safety regulations (e.g., OR-OSHA). Experience in traditional labor law, including collective bargaining, grievance, arbitration, and union-related matters, is strongly preferred. However, candidates without direct traditional labor experience who demonstrate strong employment law fundamentals, sound judgment, and a willingness to learn will be considered. PGE is committed to providing on-the-job training and development in traditional labor matters for the right candidate. The best candidates for this role are people who enjoy variety in their work and are strong team players with the ability to work through ambiguity to achieve business objectives. They are also able to work independently and demonstrate sound risk assessment capabilities in a fast-paced environment. Key Responsibilities Providing excellent legal advice and counsel to a broad assortment of internal partners on a variety of topics with a particular emphasis on mitigating litigation risks. Preparing and reviewing legal documents and providing legal analysis, interpretations, and recommendations in compliance with corporate policies and applicable law. Overseeing and assisting with document collection and discovery matters. Overseeing and conducting internal investigations. Representing the company in depositions, agency complaints, and other legal matters. Educating and training internal partners on legal topics and risk mitigation. Implementing best practices and procedures that will mitigate the company’s risk. Collaborating with internal and external stakeholders. Carrying out other appropriate duties and responsibilities as may be assigned. Legal Services – Legal Practice Provide timely and practical legal advice to the executive team, Human Resources, and other departments on daily labor and employment matters including hiring, performance management, terminations, leaves of absence (FMLA, ADA), compensation, benefits, wage & hour, and interpretation of the collective bargaining agreement. Litigation and Dispute Resolution: Manage employment-related litigation, including administrative complaints (EEOC, DOL, state agencies) and demand letters. Develop case strategies, conduct discovery and witness preparation, and manage outside counsel to ensure efficient and favorable resolutions. Represent the company in labor arbitrations and before the National Labor Relations Board. Policy Development and Compliance: Draft, review, and implement company‑wide policies, procedures, and employee handbooks to ensure compliance with all applicable laws and regulations. Proactively monitor issuance of executive orders and changes in legislation and translate them into corporate policy. Workplace Investigations: Oversee and advise on complex internal workplace investigations, ensuring fairness, thoroughness, and legal compliance. Outside Services: Consulting with Senior Managing General Counsel regarding when to engage outside counsel or other outside services; establishing statements of work and objectives; overseeing selection of appropriate external resources; negotiating rates; overseeing performance to established statements of work and monitoring completion. Risk Mitigation: Supporting risk mitigation for areas of engagement, ensuring risks are identified and internal partners have information on potential risk mitigation strategies. Education and Experience Requires a Juris Doctor degree. Typically, eight or more years of experience in employment. Litigation and/or experience in labor are a plus. Certifications, Licenses and Training Admitted to the Oregon State Bar or be willing and able to become a member of the Oregon State Bar. Competencies Functional Competencies Prior experience in government, in‑house or at a law firm in any of the following areas: litigation, investigations, employment, or labor. Working knowledge of applicable laws, regulations and legal practice in multiple practice areas. Basic skills for identifying risk, problem solving and strategic thinking in nonroutine operations and ambiguous situations. Basic skills in distilling complex legal concepts and issues in a manner to make them understandable to nonlegal specialists up and down the corporate reporting chain. Basic skills in understanding and supporting the technical needs of a regulated utility and advocacy on behalf of the Company to advance its position or interests. Advanced skills in legal research and writing to analyze, summarize, and draft legal documents. Basic analytical thinking skills. Basic decision‑making skills. Basic presentation/facilitation skills. Basic project management skills. Basic enterprise/business awareness skills. General Competencies Ability to lead positive change. Ability to engage employees. Ability to achieve results. Ability to build capability. Ability to design work. Ability to uphold values. Consulting skills. Decision‑making skills. Enterprise/business awareness skills. Negotiation skills. Organization and prioritization skills. Resource management skills. 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. Cognitive Ability: Ability to adhere to set response times, deadlines and time-sensitive tasks. Cognitive Ability: Ability to follow accuracy standards. Cognitive Ability: Ability to follow through on decision‑making tasks. Cognitive Ability: Ability to interact effectively and collaboratively within a team environment. Cognitive Ability: Ability to communicate and problem solve when under stress. Cognitive Ability: Ability to respond and adapt to frequent change. Cognitive Ability: Ability to accept and demonstrate self‑awareness when provided constructive feedback. Cognitive Ability: Ability to discern feedback and acknowledge ownership of areas of improvement. Cognitive Ability: Ability to avoid future mistakes by applying reasonable skills to new but similar work situations or tasks. Cognitive Ability: Ability to successfully collaborate with peers, managers and others within the organization. Cognitive Ability: Demonstrates sound memory. Cognitive Ability: Ability to process new information to be applied consistently to work tasks. Schedule/Attendance: Ability to work long hours. Schedule/Attendance: Ability to work a variable schedule. Schedule/Attendance: Ability to report to work and perform work during periods of severe inclement weather. Schedule/Attendance: Ability to consistently meet attendance standards for regular, reliable, predictable, full-time attendance. Physical Capabilities: Travel – Frequently (at least once a week or more) – in service territory. Physical Capabilities: Computer use – Use computer regularly for entire work shift. Environment: Indoor/Outdoor Office environment – hybrid – 3 days in office. Compensation Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity. 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. Equal Opportunity Statement 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. #J-18808-Ljbffr