Job Description

Requisition ID # 167973 

Job Category: Human Resources 

Job Level: Manager/Principal

Business Unit: Human Resources & Enterprise Change Ofc

Work Type: Hybrid

Job Location: Oakland

Department Overview

The Coworker Inclusion and Belonging team champions the “Power of We” at PG&E. A key component of PG&E’s Organizational Culture strategy— fostering alignment between behaviors, competencies, and execution to create a workplace rooted in inclusion and belonging. Through enterprise-wide initiatives focused on enhancing the coworker journey from hire to retirement, the team supports efforts to:

• People: Cultivate an inclusive environment where coworkers and leaders thrive
• Safety: Ensure psychological safety and equitable work practices
• Engagement: Strengthen workplace connections and a sense of belonging
• Place: Build work environments that celebrate inclusion and belonging

These efforts reinforce PG&E’s virtues, empowering coworkers at every level to lead with clarity, champion inclusion, and drive a culture of excellence rooted in continuous improvement and engagement.

About the Role

We are seeking a strategic and highly motivated Inclusion & Belonging Program Manager, Principal to join our Coworker Inclusion & Belonging (CI&B) team. This manager-level individual contributor will play a pivotal role in advancing our culture of inclusion by leading the enterprise-wide Employee Resource Group (ERG) and Engineering Network Group (ENG) program and supporting 8 Functional Area Inclusion Councils embedded in business units.

You will ensure ERGs/ENGs thrive as platforms for leadership development, community impact, and business alignment, while enabling Inclusion Councils to design and deliver action plans that foster belonging across the enterprise. This role requires strategic vision, operational excellence, and the ability to influence without authority in a highly matrixed organization.

The role is hybrid working from your remote office and in-person at the Oakland General Office 1-3x days per week based on business needs or company requirements.

Disclosure:

PG&E is providing the salary range that can reasonably be expected for this position at the time of the job posting. This salary range is specific to the locality of the job. The actual salary 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 decision will be made on a case-by-case basis related to these factors.​ This job is also eligible to participate in PG&E’s discretionary incentive compensation programs.

Pay Range display:

$132,000 – $196,900/year

Key Responsibilities

ERG Program Leadership

• Manage the strategy, governance, and operations of 15 ERGs across the company.
• Partner with ERG/ENG leaders and executive sponsors to set annual priorities, KPIs, and leadership development opportunities.
• Ensure ERG programs align with enterprise CI&B strategy and business goals.
• Provide tools, resources, and oversight of budgets, charters, and succession planning.

Inclusion Councils Leadership

• Partner with 8 Inclusion Councils to guide the development and execution of annual inclusion action plans within their business units.
• Deliver data, insights, and best practices to inform decision-making and progress.
• Provide consultation to council leaders to build accountability, alignment, and measurable impact.
• Support councils in embedding inclusion and belonging practices into daily operations and workforce strategies.

Governance & Change Management

• Establish clear governance models, operating principles, and success measures for ERGs/ENGs and Councils.
• Drive adoption and scalability of inclusive practices across the enterprise.
• Act as a trusted advisor to leaders and stakeholders, building influence without direct authority.

Measurement & Reporting

• Develop dashboards, scorecards, and regular reporting that track progress on ERG/ENG groups and Inclusion Council goals.
• Translate data into actionable insights and narratives for leadership, business units, and external reporting.
• Evaluate impact across culture, career, community, and customer outcomes.

Qualifications

Minimum:

• Bachelor’s degree in HR-Human Resources, Business Administration or job-related discipline or equivalent combination of education, training, and experience
• 10 years’ experience in a combination of program management, diversity and inclusion related experience and career or leadership development
• Experience in data analysis, insights, and reporting to guide strategy
• Strong facilitation, communication, and relationship management skills

Desired:

• DEI practitioner certification (e.g., Cornell, Georgetown, SHRM, or equivalent) or significant applied experience in DEI program management
• 5–7 years of program management, organizational development, or HR/DEI experience, preferably in a complex or unionized environment
• Proven ability to lead enterprise-scale inclusion programs and influence without direct authority

Core Competencies for High-Performing Inclusion Departments

• Strategic Agility – Translates organizational strategy into actionable ERG/ENG and Inclusion Council plans.
• Inclusive Leadership – Models belonging and equity while empowering diverse teams to lead.
• Data-Driven Decision Making – Leverages insights to shape plans, measure outcomes, and inform leaders.
• Influence & Collaboration – Mobilizes people across business units and functions without direct reporting lines.
• Change Leadership – Builds buy-in and navigates complexity to advance a culture of inclusion.
• Operational Excellence – Establishes governance, tools, and scalable processes that ensure sustainability.
• Results Orientation – Balances culture-building with measurable business and people outcomes.

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