Senior Labor Relations Partner

Pacific Gas And Electric Company•San Jose, CA

1d•$105,000 - $169,000•Hybrid

About The Position

The Senior Labor Relations Partner provides strategic guidance and support to Functional Organization leaders in managing a union-represented workforce. The role advises leaders on the administration, interpretation, and application of collective bargaining agreements; 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. It requires strong written and verbal communication, sound problem-solving, and the ability to research, compile, and analyze complex information and translate findings into clear, actionable recommendations that inform leadership decisions. This is a hybrid position requiring remote and on-site work 2–4 days per week, based on business needs. The preferred PG&E work locations are San Jose or Salinas. 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.
6 years’ experience in Labor Relations/Industrial Relations or related HR work experience.
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.

Responsibilities

Provide strategic labor relations consultation to leaders, Centers of Excellence, and business partners, including early engagement on staffing, operational, and organizational changes that may affect represented coworkers.
Evaluate precedent, collective bargaining agreement provisions, business considerations, and potential organizational implications to exercise sound judgment 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 for leaders 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 from leaders, employees, and internal support teams.
Counsel leaders on represented-workforce staffing, mobility, and compliance matters, including job bidding, promotional processes, qualifications, demotions, transfers, relocations, headquarters changes, and applicable 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 and maintain productive relationships with union representatives, identify emerging workplace concerns, participate in labor-management meetings, and resolve grievances or other disputes at the earliest appropriate stage.
Create and maintain accurate grievance and partnership records; support first-step grievance resolution and coordinate with the Grievance Administration Team on matters needing additional review or escalation.
Support the Company’s Ethics and Compliance program by managing primary and secondary represented-coworker cases from initial assessment through resolution, consistent with contractual and Company requirements.
Coach and train leaders on effectively leading a represented workforce, including facilitating labor relations training and providing practical guidance on collective bargaining agreements and Company processes.
Collaborate across functions on site-specific and enterprise labor initiatives, including workplace planning, and coordinate warm handoffs to the Labor Center of Excellence for formal negotiations or specialized support.