Job Description

PSEG operates under a Flexible Work Model where flexible work is offered when job requirements allow. In support of this model, roles have been categorized into one of four work location categories:

Onsite are roles that have specific onsite requirements and are typically onsite daily.

Hybrid fixed are roles that are a blend of onsite work/in-person interactions with some ability to work remotely and require employees to live within a commutable distance and be onsite fixed days each week.

Hybrid flexible are roles that can be performed remotely but require some level of onsite work/in-person interactions on a regular basis, require employees to live within a commutable distance and, since business needs vary by position and may change over time, managers will set expectations and flexibility regarding where and when work is performed.

Fully remote are roles that can be performed remotely, require employees to live in approved states and will have purpose-driven in-person interactions on occasion.

PSEG offers a unique experience to our more than 12,000 employees – we provide the resources and opportunities for career development that come with being a Fortune 500 company, as well as the attention, camaraderie, and care for one another you might typically associate with a small business. Our focus on combatting climate change through clean energy technology, our new net zero climate vision for 2030 and enhanced commitment to diversity, equity, and inclusion; and supporting the communities we serve make this a particularly exciting time to join PSEG.

This position will be the primary contact for all talent development initiatives for the PSEG Enterprise. Specifically, this position is the primary consultant and coach for leaders and career coach for employees. The person will also lead important talent and learning & development initiatives such as organizational and leadership development and change efforts, talent and career development consultation, facilitation of leadership assessments, training, and team building programs. Key responsibilities include organizational capability assessments, individual training and development assessments, facilitation of talent reviews and leadership development programs, facilitation of learning and development programs and the primary coach to the Director population.

Job Responsibilities

This position is the internal organizational and leadership consultant to client groups. As an internal consultant and member of the Talent, Learning and Organizational Development team, this position is responsible for conducting organizational and leadership capabilities assessments and delivering solutions to the leader and business. As an organizational consultant, this position is also responsible for supporting organizational design, learning and training program development, management and facilitation, development and engagement initiatives as well as act as a change agent/consultant when needed

• This position is the lead facilitator for various client groups. They are responsible for facilitating talent talks, leadership development programs, custom interventions, workshops, etc., and partnering with the COE leads to identify the proper resource/partner and designing and implementing the engagement
• This position is also the lead coach for various client groups. As the lead coach, they are responsible for the development of key talent and ensuring relevant development plans are in place and being executed upon in a timely manner. In this position, they will lead assessments or the implementation of assessments and deliver 1:1 coaching.
• This positon will work on developing programs, tools and processes in support of the overall Talent, Learning and Organizational Development D Strategy. Projects may include the evaluation and selection of external partners; the development of career initiatives; the building of a peer coaching network and more
• This position will partner within the team for the development, management and facilitation of learning and training development programs including leadership training and nomination high potential programs.

Job Specific Qualifications

Required:

• Bachelor’s degree in HR, Business or related field and minimum of 8 years of experience talent and leadership development, organizational effectiveness, learning and development, or executive coaching or consulting.
• In lieu of a degree, minimum of 12 years of experience in the above categories.
• The ideal candidate will have strong business acumen and experience in communicating complex concepts, anticipating potential objections and influencing others to adopt a different point of view.
• Comfortable facilitating in large groups and also coaching 1:1 as well as delivering feedback in a constructive manner
• Prior experience with developing and delivering leadership development programs and strategies including executive presentations.

Desired:

• Master's degree in a related field is preferred. Internal Coach Federation Coach Credential or similar coaching certification highly preferred