Requisition ID # 175178
Job Category: Human Resources
Job Level: Individual Contributor
Business Unit: People
Work Type: Hybrid
Job Location: Bakersfield; Eureka; Salinas; San Jose
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 may require working remotely or on-site based on business needs. The preferred PG&E work location will be Bakersfield, Eureka, San Jose or Salinas and will 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.
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…