Senior Labor Relations Partner

PG&E•Bakersfield, CA

13h•Hybrid

About The Position

The Senior Labor Relations Partner provides strategic guidance and support to Functional Organization leaders managing a union-represented workforce. The role advises leaders on collective bargaining agreement administration, interpretation, and application; labor practices; grievance resolution; positive discipline; agreement negotiations and implementation; and other labor-management matters. The position builds collaborative relationships with leaders and union representatives and may develop and deliver training on labor relations topics, processes, and collective bargaining agreement provisions. Success requires strong written and verbal communication, problem-solving, research, analysis, and the ability to translate complex findings into actionable recommendations that inform leadership decisions. This is a hybrid position that may require remote or on-site work based on business needs. The preferred PG&E work location is Bakersfield, Eureka, or Salinas, to be discussed with the successful candidate. Occasional travel is required to support assigned Functional Organizations and attend in-person meetings at Company and union facilities throughout PG&E’s service territory.

Requirements

Bachelor’s degree in human resources management, business administration, or a related discipline, or equivalent work experience.
Four years of experience in Labor Relations/Industrial Relations or related HR work.
Written and oral communication skills.
Analytical and organizational skills.
Ability to build and maintain working relationships.
Ability to research, compile, and analyze data and present findings.

Nice To Haves

MS, MA, or JD in Labor Relations, Industrial Relations, or Human Resources.
PHR/SPHR or SHRM-SCP/CP certification.

Responsibilities

Provide strategic labor relations consultation to leaders, Centers of Excellence, and business partners, including early engagement on changes that may affect represented coworkers.
Evaluate precedent, collective bargaining agreement provisions, business considerations, and potential organizational implications in complex labor and employee relations matters.
Advise leaders on attendance, conduct and performance management, workplace investigations, and progressive discipline involving represented coworkers, including investigative interviews, disciplinary documentation, last chance agreements, 10-day letters, and termination processes.
Translate negotiated agreements into practical implementation guidance in coordination with the Labor Center of Excellence, and negotiate or administer local agreements.
Research and provide timely guidance on collective bargaining agreement interpretation, contractual requirements, and escalated labor-related questions.
Counsel leaders on represented-workforce staffing, mobility, and compliance matters, including job bidding, promotions, qualifications, demotions, transfers, relocations, headquarters changes, and regulatory requirements.
Partner with subject-matter experts on represented-coworker matters involving fitness for duty, substance abuse, workplace accommodations, return-to-work processes, Employee Assistance Program referrals, and Department of Transportation requirements.
Build productive relationships with union representatives, identify emerging workplace concerns, participate in labor-management meetings, and resolve grievances or disputes at the earliest appropriate stage.
Create and maintain accurate grievance and partnership records, support first-step grievance resolution, and coordinate escalated matters with the Grievance Administration Team.
Support the Ethics and Compliance program by managing primary and secondary represented-coworker cases from initial assessment through resolution in accordance with contractual and Company requirements.
Coach and train leaders on leading a represented workforce, including facilitating labor relations training and guiding application of collective bargaining agreements and Company processes.
Collaborate across functions on site-specific and enterprise labor initiatives, including workplace planning, and coordinate handoffs to the Labor Center of Excellence for formal negotiations or specialized support.