At PGE, our work involves dreaming about, planning for, and realizing a smarter, cleaner, more enduring Oregon neighborhood. Its core to our DNA and we haven’t stopped since we started in 1888. We energize lives, strengthen communities and drive advancements in energy that promote social, economic and environmental progress. We’re always on the lookout for people passionate about leading and being a part of teams that are advancing innovative clean energy solutions that are also affordable and accessible to all.

Summary

At Portland General Electric (PGE), Enterprise Security is led by the Senior Director of Enterprise Security with a mission to protect and secure people and assets by reducing risk, and engaging the organization for secure behaviors. Our Physical, Cybersecurity, Human Risk and Trojan Nuclear Teams work collaboratively to prevent physical, and cyber attacks using proactive intelligence and strategic frameworks to mitigate risk and safeguard critical infrastructure.

PGE is looking for a dynamic Lead Change Management Consultant to provide guidance and expertise across the enterprise to implement innovative solutions to better integrate Enterprise Security into the fabric and culture of PGE. The role requires understanding the security risks associated with critical infrastructure to support the implementation of security initiatives that mitigate the most significant risks to the organization. They will work closely with security leadership to prioritize projects, manage change processes, and ensure that security initiatives align with PGE's overall business objectives.

Career Level Summary

Lead Change Management Consultant 6636 Grade 8

Career Level: P4

Specialist Professional Requires specialized depth and/or breadth of expertise Interprets internal or external business issues and recommends best practices Solves complex problems; takes a broad perspective to identify innovative solutions Works independently, with guidance in only the most complex situations May lead functional teams or projects

Key Responsibilities

Change Management Consulting Provides change management services as lead consultant across a portfolio of projects and strategic initiatives within a functional business area including people, process and technology initiatives (e.g., major IT system replacements, substantial process redesign and major reorganizations). May also lead change management on major projects and/or strategic initiatives. Provides day-to-day direction to change managers (PGE employees and contractors) who lead change management projects within the lead’s portfolio. Partners with the business sponsor, leadership team and executive officer to build change capability and readiness in organization

Change Plans and Strategy Oversees and may also develop the creation and implementation of change management plans and strategies for all projects and strategic initiatives in the functional area, incorporating communications and training; oversees and also may develop the design and implementation of interventions for improving employee adoption of change and morale, ensuring user readiness, preparing leaders for change and enhancing cultural shifts. Facilitates development and delivery of change management strategies and plans at program and project level and ensures integration where appropriate.

Change Methodology and Tools Leads the development of change competency models and methodologies and embeds them in the organization with training, coaching and specific interventions; provides authoritative advice on developing or enhancing change management tools, methodology and processes to build capability across the organization to lead change and improve personal resilience; stays abreast of best practices in change management; leads evolution and continuous improvement of change methodology.

Impact Assessment Assesses functional area impact of changes to process, technology, organization structure and policy in connection with projects across the enterprise; evaluates effectiveness of change efforts across the portfolio and directs change managers to adjust when necessary; develops and advises on impact and change saturation levels for the functional area to inform enterprise prioritization and sequencing of projects and initiatives

Change Training Oversees and provides authoritative advice on designing or enhancing change/transition management training curriculums for projects and strategic initiatives sponsored by the functional area; delivers training in a variety of forums; leads continuous improvement in curriculum.

Change Communications Oversees and provides authoritative advice on the design and development of change-related communications and documentation such as presentations, FAQs, newsletters, key benefits, roadshows and surveys for projects and strategic initiatives sponsored by the functional area.

Change Measurements and Metrics Oversees and provides direction for the most effective and appropriate change measurements and metrics to be consistent with projects and strategic initiatives sponsored by the functional area and to align with business objectives; interprets change measures and facilitates action planning with business sponsors and leadership team. Monitors and measures organizational readiness, risks and adoption results across business area.

Vendor Management Identifies need for external change management resources; assesses skills and experience level required. Interviews and selects external consultants for performing change management services based on needs of functional area. Solicits feedback from business partner regarding external consultants and provides feedback to consultants regarding performance; escalates issues regarding nonperformance to manager. Provides input to manager regarding decision to hire and/or terminate external consultants.

Qualifications

Education/Experience/Certifications

Education Requires a bachelor’s degree (master’s preferred) in business, communications, organizational effectiveness, psychology or other related field or equivalent experience.

Experience Typically eight or more years in in change management consulting or related field.

Certifications, Licenses and Training Prefer change management certification such as PROSCI or CCMP (Certified Change Management Practitioner)

Competencies

Functional Competencies:

Advanced knowledge of change management, including methodologies, theories, models and techniques for organizational change, employee transition, organization design and culture change

Advanced skills in providing coaching and feedback in a constructive manner

Advanced skills in building trust, overcoming resistance in different settings and work cultures, influencing stakeholders and leading without formal authority

Advanced skills in strategic thinking in order to understand where the organization is at, where it wants to be and how to get there

Advanced knowledge of training program design, adult learning theory and state-of-the-art training techniques

Working knowledge of procurement and contract administration

Working knowledge of the electric utility industry

Intermediate computer skills using Microsoft Office suite

Advanced understanding of the intersection of security risks and business needs

Intermediate understanding of foreign/domestic security concerns as related to critical infrastructure

Working knowledge of cyber and physical security priorities, functions, and requirements

Working knowledge of cyber security methodologies

Working knowledge of ISFSI mission and requirements

General Competencies:

Advanced analytical thinking skills

Advanced consulting skills

Advanced enterprise/business awareness skills

Advanced business acumen

Advanced change leadership skills

Resource management/workforce planning Advanced customer focus skills

Advanced influencing skills

Advanced organization and prioritization skills

Advanced presentation and facilitation skills

Advanced problem-solving skills

Advanced project management skills

Advanced written and oral communication skills

Physical, Schedule/Attendance and Cognitive Demands

Cognitive Level: Substantial: Consistent use of logic or scientific thinking to define problems, collect information, establish facts and draw valid conclusions (for example, engineer, HR director, plant manager, etc.).

Cognitive

Ability to adhere to set response times, deadlines and time-sensitive tasks

Ability to follow accuracy standards

Ability to follow through on decision-making tasks

Ability to interact effectively and collaboratively within a team environment

Ability to communicate and problem solve when under stress

Ability to respond and adapt to frequent change

Ability to accept and demonstrate self-awareness when provided constructive feedback

Ability to discern feedback and acknowledge ownership of areas of improvement

Ability to avoid future mistakes by applying reasonable skills to new but similar work situations or tasks

Ability to successfully collaborate with peers, managers and others within the organization Demonstrates sound memory Ability to process new information to be applied consistently to work tasks

Schedule/Attendance:

Ability to adhere to pre-established schedule, including start/stop time and break/lunch schedule

Ability to work long hours

Ability to work a variable schedule

Ability to report to work and perform work during periods of severe inclement weather

Ability to consistently meet attendance standards for regular, reliable, predictable, full-time attendance

Physical Capabilities:

• Driving/travel/commute: Daily within service territory - Frequently (at least three per week or more)

• Driving/travel/commute: Daily within service territory - Occasionally (one to two times a month or less)

• Driving/travel/commute: Overnight inside/outside the service territory - Frequently (at least once a week or more)

• Driving/travel/commute: Overnight inside/outside the service territory - Occasionally (one to two times a month or less)

• Computer use (use computer regularly for entire work shift)

• Lifting/pushing/pulling: Up to 10 lbs.

• Lifting/pushing/pulling: Up to 50 lbs.

• Lifting/pushing/pulling: More than 50 lbs.

• Carrying: Up to 10 lbs.

• Carrying: Up to 50 lbs.

• Carrying: More than 50 lbs.

• Unstable surfaces requiring balance (i.e., moving equipment, boats) (check all that apply):

• Elevated areas (i.e., catwalks, roofs and high buildings)

• Confined spaces

• Walking distances and surfaces (long distances and over rough, uneven or rocky surfaces)

• Stairs (over 10 steps)

• Ladders (over 10 rungs)

• Environment: Office

• Plant

• Field

Compensation Range:

$104,325.00 - $173,875.00

Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity. While we anticipate the selected candidate for this position will fall towards the middle or entry point of the compensation range, the decision will be made on a case-by-case basis.

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. To find out more, click here (https://portlandgeneral.com/hrcs5511) .

Join us today and power your potential!

Assisting with storms or other Company emergencies is a part of all positions at Portland General Electric.

PGE is committed to diversity and inclusion in the workplace and is an equal opportunity employer. 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 Talent Acquisition Specialist (Recruiter) associated with the job posting. You may also make this request by contacting talentacquisition@pgn.com or by calling 503-464-7250. The Recruiter will provide information and next steps for the accommodation process. Our Diversity, Equity & Inclusion (DEI) team is also available for support. You can contact them at dei@pgn.com .

To be considered for this position, please complete the following employment application by the posting close date. Posting closes at midnight (Pacific Time) on the closing date below. If no date is listed, job is open until filled.

November 8, 2024