Director, Procurement Strategic Initiatives PMO

Requisition ID# 163640

Job Category: Business Operations / Strategy

Job Level: Director/Chief

Business Unit: Engineering, Planning & Strategy

Work Type: Hybrid

Job Location: Oakland

Department Overview

The Procurement Organization includes strategic sourcing professionals, procurement operations, analysts, supplier diversity, and the center of excellence. Our mission is to deliver cost-effective and valuable supply chain services through strategic, diverse, and sustainable business solutions. Our work requires close collaboration with all lines of business, finance, and our suppliers.

Position Summary

The Director of Procurement Strategic Initiatives PMO will lead and oversee PG&E's Procurement Excellence PMO. In this role, they will drive 2025 and long-term transformation initiatives to elevate PG&E's procurement function to best-in-class standards by implementing standardized processes, tools, frameworks, systems, and governance. This will enable PG&E to serve its hometowns safely, efficiently and affordably.

This leader will collaborate with cross-functional teams to align Procurement Excellence strategies with broader PG&E objectives, provide strategic guidance to senior leadership, and drive continuous improvement across the procurement lifecycle.

The ideal candidate will bring a combination of strategic vision, operational expertise, and strong leadership skills to influence stakeholders; while building organizational capabilities, motivate a team of highly effective leaders, and deliver measurable value through Procurement initiatives.

This position is hybrid, working from your remote office and your assigned work headquarters in Oakland.

Reporting Relationship

The Director will report to the Senior Director of the Procurement Excellence Center and serve as a key partner in shaping PG&E's Procurement strategy.

Job Responsibilities

• Oversees strategic planning, learning strategy, communications, and industry benchmarking and workforce strategy and development.
• Collaborates with leaders and Corporate Communications resources to develop and implement internal and external marketing communications, related to brand promotion.
• Leads the development of the Five-Year Strategic Plan for the LOB.
• Incorporates market and industry trends into strategic planning and development of Five-Year Strategic Plan. Provides oversight of status reports to senior leaders, conveying key strategic industry information.
• Partners with senior leaders of Workforce Planning and Human Resources regarding talent implications of long-term strategic plan. Delivers workforce strategy for LOB, considering labor trends, talent acquisition strategy, and implications for other departments.
• Partners with Directors/Senior Directors across the LOB to review operational and financial information and to execute on workforce strategy and development.
• Delivers Board of Directors' presentations.
• Fosters and sustains relationships with external peers for benchmarking, analyzing trends/developments and proactively planning for challenges and risks.
• Serves as lead for internal, external and branding communications; single point-of-contact for advertising, media, and all internal communications development including quarterly newsletters, employee messages and conference presentations.
• Leads and influences staff to accomplish results through effective recruitment and selection, training and development, performance management, and rewards and recognition.

Leadership Qualities

PG&E expects its leaders to conduct themselves with the highest ethics and integrity and to embody specific leadership qualities.

Strategic Mindset

• Seeing ahead to future possibilities and translating them into breakthrough strategies.
• Operating effectively, even when things are not certain, or the way forward is not clear.

A Leader in the Community and Industry

• Effectively building formal and informal relationship networks inside and outside the organization.
• Anticipating and balancing the needs of multiple stakeholders.

Demonstrates Safety Leadership

• A safety champion in words and deeds with respect to both employee and public safety.
• Creating and maintaining a speak up culture free of retaliation.

Influences and Inspires

• Using various- communications that convey a clear understanding of the needs of different audiences.
• Maneuvering comfortably through complex policy, process, and people-related dynamics.

Optimizes Team Performance

• Building teams with a strong identity that apply their diverse skills and perspectives to achieve common goals.
• Creating a climate where people are developed and motivated to do their best to help the organization.

Values Diversity and Creates Inclusion

• Recognizing the value that different perspectives and cultures bring to an organization.

Fiscally Responsible

• Interpreting and applying understanding of key financial indicators to make better business decisions.
• Planning and prioritizing work to meet commitments aligned with organizational goals.

Leads Ethically and in a Compliant Manner

• Sponsoring and sustaining a high integrity speak-up corporate culture which prioritizes safety, compliance, and ethics.
• Building on necessary level of industry, company, and subject-matter expertise, including laws and regulations.

Provides a High Level of Customer Service

• Building strong customer relationships and delivering hometown, customer-centric solutions.

Compensation

PG&E is providing the salary range that the company in good faith believes it might pay for this position at the time of the job posting. This compensation 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, specific skills, education, licenses or certifications, experience, market value, geographic location, and internal equity.Although we estimatethe successful candidate hiredinto this rolewill beplaced towards the middle or entry pointof the range, the decisionwill be made on a case-by-casebasis related tothese factors.

A reasonable salary range is:

Bay Area Minimum: $178,000

Bay Area Maximum: $ 304,000

Background Qualifications

Minimum

• Bachelor's degree in engineering, economics, business administration or comparable quantitative field or equivalent related work experience.
• 10 years of relevant work experience with steady progression of responsibilities.
• 4 years of supervisory/managerial experience.

Desired

• Master's degree in engineering, economics, business administration or equivalent quantitative field.
• Process Improvement certification.
• Workforce Planning certification.
• Utility, energy or regulatory industry experience.
• Knowledge of the utility or energy industry drivers, issues and trends.
• Competency in strategic business planning theories, concepts, practices, methods and techniques.
• Creative and strategic data analysis, benchmarking, monitoring and business/financial analysis skills including knowledge of varied analytical methods.
• Analytical problem solving and decision-making skills to develop comprehensive solutions.
• Knowledge of human performance analysis and improvement.
• Demonstrated ability to influence across a diverse set of stakeholders.
• Creative and innovative solution-based thinking to implement new programs/processes or organizational improvements.
• Knowledge of change management and process improvement principles, concepts and practices.

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