Senior Labor Relations Partner

Requisition ID # 175738

Job Category: Human Resources

Job Level: Individual Contributor

Business Unit: People

Work Type: Hybrid

Job Location: San Jose; Salinas

Department Overview

The Labor Relations Department provides strategic guidance and support to leaders across PG&E in managing a union-represented workforce. The department partners with the business on collective bargaining negotiations, contract interpretation, grievance administration, represented-coworker matters, and productive Company-union relationships. More than 17,000 PG&E coworkers are represented by three labor unions.

Position Summary

The Senior Labor Relations Partner provides strategic guidance and support to Functional Organization leaders in managing their union-represented workforce. In this role, you will advise 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.

You will build collaborative relationships with leaders and union representatives and may develop and deliver training on a variety of labor relations topics, processes, and collective bargaining agreement provisions. Success in this role requires strong written and verbal communication, sound problem-solving skills, and the ability to research, compile, and analyze complex information. You must also be able to translate your findings into clear, actionable recommendations that inform and influence leadership decisions.

This is a hybrid position that will require working remotely and on-site 2-4 days per week, based on business needs. The preferred PG&E work location will be 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.

Key Job 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.

Exercise sound judgment in complex labor and employee relations matters by evaluating relevant precedent, collective bargaining agreement provisions, business considerations, and potential organizational implications.

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 clear, 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 appropriate subject-matter experts to support 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, proactively 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 requiring 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, ensuring matters are handled consistently, thoroughly, and in accordance 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 applying collective bargaining agreements and Company processes.

Collaborate across functions on site-specific and enterprise labor initiatives, including workplace planning efforts, and coordinate warm handoffs to the Labor Center of Excellence for formal negotiations or other specialized support.

Qualifications

Minimum:

Bachelor’s degree in human resources management, business administration or related discipline or equivalent work experience

6 years’ experience in Labor Relations/Industrial Relations or related HR work experience

Desired Knowledge, Skills and Abilities:

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

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

Compensation

PG&E is providing the full salary/pay range for this position. The actual amount paid to an individual will be based on multiple factors, including, but not limited to, internal equity, specific skills, education, licenses or certifications, experience, market value, and geographic location. The range to reasonably expect will be around the minimum and the midpoint of the range. The final decision will be made on a case-by-case basis related to the factors above. This job is also eligible to participate in PG&E’s discretionary incentive compensation programs.

A reasonable salary range is:​

Bay Area Minimum: $105,000

Bay Area Midpoint: $137,000

Bay Area Maximum: $169,000