Job description
Duquesne Light Company, headquartered in downtown Pittsburgh, is a leader in providing electric energy and has been in the forefront of the electric energy market, with a history rooted in technological innovation and superior customer service. Today, the company continues its role as a leader in the transmission and distribution of electric energy, providing a secure supply of reliable power to more than half a million customers in southwestern Pennsylvania.
Duquesne Light Company is committed to creating a culture of inclusion. We value and respect the unique differences and experiences of our employees. We believe that our differences lead to better collaboration, innovation and outcomes. We want you to join our team!
Overall, Purpose:
Reporting to the VP of Communications and Corporate Responsibility, this role will develop and partner cross-functionally on the implementation of a strategic plan that will
ensure Duquesne Light’s vision for a clean energy future benefits
all
people in the
workplace, marketplace and community. With a primary focus on building an inclusive culture that welcomes diversity and is founded on principles of equity, the position will work directly with the Executive Leadership team, partner closely with the HR and functional area leadership teams, and also build strong relationships with community groups in order to make a lasting difference for Duquesne Light and those we serve.
Job Responsibilities:
- In conjunction with the executive and functional leadership teams, refines and executes a holistic and enterprise-aligned diversity, equity and inclusion strategy focused on our workplace, marketplace and community.
- Responsible for communicating the strategy internally and developing an accountability framework for different areas of the business to execute against
- Partners with communications and corporate responsibility teams to provide transparency about our progress through our environmental, social and governance (ESG) reporting.
- With a primary focus on expanding diversity, equity and inclusion in the workplace, the successful candidate will partner cross-functionally, including with our Talent Development and Talent Acquisition teams, to grow our inclusive culture through:
- Training programs, policies and procedures that mitigate biases, and diversity programming
- Creative and innovative talent sourcing strategies and techniques to build a pipeline of qualified diverse candidates
- Development and mentoring opportunities for employees
- Advance the sustainability of our Business Employee Resource Groups (BERGs) across the enterprise with a strong linkage to business results. Serve as the key program sponsor and liaison between the D&I Committee/Council and employee resource groups ERGs to ensure alignment and advance D&I priorities.
- Guide the development of diversity, equity and inclusion strategies that influence the design and delivery of our products and services in the marketplace through:
- Counsel our supply chain and procurement teams regarding our supplier diversity efforts with the goal to maximize and report on our positive impact
- Ensure the social, economic and health benefits of a clean energy future reach all customers, regardless of geography or circumstance, through efforts aimed at energy equity in modernizing the electrical grid, electrification and energy efficiency programs, among others.
- Partner with corporate giving team to advance our diversity, equity and inclusion strategy in the community by linking our charitable and volunteerism strategy to an overall focus on social and economic equity, education and environmental justice initiatives.
- Ensure organizational compliance with DEI reporting requirements, including federal government, state and local entities, as well as evolving reporting requirements related to our environmental, social and governance (ESG) strategy.
- Establish and manage vendor relationships (including contracts, program enhancements).
- Develop a central budget to support the enterprise’s DEI strategy based upon benchmarking, business need and internal comparators. This view balances internal and external priorities. 1-3-5 year view.
- Responsible for oversight of small staff through leadership development and performance assessment.
Education/Experience Requirements:
Roles at this level require a Bachelor’s Degree in Business, Human Resources, or other related field required. Master’s degree in Organizational Development and Change Management, Organizational Psychology, MBA or other closely related field strongly preferred. Relevant industry experience to be successful in the given role is typically 15+years in Diversity and Inclusion and Talent Acquisition. At least 10+ years of prior management experience is required. Proven leadership experience with a large scope is required.
Skills:
- Critical thinking and business strategy development
- Conflict resolution and creative problem-solving
- Ability to fully develop an enterprise-wide program, build business cases and execute ideas
- Excellent communication skills, this includes presentation development and delivery skills (written and verbal); including BOD level communications.
- Ability to effectively collaborate, influence and negotiate with others; including delivery of difficult change management messages
- Excellent attention to detail
Scope:
Directs and controls strategy and execution or the organizations activities within the sub function or major business area managed. Key member of the management team representing the organization in dealings with clients and external bodies. Seasoned leader with extensive business experience, broad and deep functional expertise and significant product knowledge. Primary focus of role is on proactive strategic leadership rather than day to day operational execution, although the role includes significant operational responsibilities.
Decision Impact:
Problems faced require expertise knowledge and broad-based considerations of variables that impacts the corporation. Develops end-to-end solutions influencing high impact decisions made at a higher hierarchy level. Solutions developed typically have no precedent, and require comprehensive analyses and consideration of original concepts and approaches. Drives implementation of transformational changes in the Corporation that has high impact on the achievement of results for the Corporation. Improves on entire existing practices, leveraging on personal past experiences, and in-depth best practice knowledge.
EQUAL OPPORTUNITY EMPLOYER
DUQUESNE LIGHT HOLDINGS, INC. (DLH) IS AN EQUAL OPPORTUNITY EMPLOYER. DLH’S POLICY IS TO NOT DISCRIMINATE AGAINST ANY APPLICANT OR EMPLOYEE BASED ON RACE, COLOR, RELIGION, CREED, SEX, PREGNANCY OR RELATED MEDICAL CONDITIONS, AGE (40 AND OVER), SEXUAL ORIENTATION, GENDER IDENTITY/EXPRESSION, VETERAN STATUS, PAST, CURRENT OR FUTURE MILITARY SERVICE, NATIONAL ORIGIN OR ANCESTRY, PHYSICAL OR MENTAL DISABILITY, GENETIC INFORMATION, OR ANY OTHER CONSIDERATION PROTECTED BY APPLICABLE LAW. DLH ALSO PROHIBITS HARASSMENT OF APPLICANTS OR EMPLOYEES BASED ON ANY OF THESE PROTECTED CATEGORIES.
DUQUESNE LIGHT HOLDINGS, INC. (DLH) IS AN EQUAL OPPORTUNITY EMPLOYER. DLH’S POLICY IS TO NOT DISCRIMINATE AGAINST ANY APPLICANT OR EMPLOYEE BASED ON RACE, COLOR, RELIGION, CREED, SEX, PREGNANCY OR RELATED MEDICAL CONDITIONS, AGE (40 AND OVER), SEXUAL ORIENTATION, GENDER IDENTITY/EXPRESSION, VETERAN STATUS, PAST, CURRENT OR FUTURE MILITARY SERVICE, NATIONAL ORIGIN OR ANCESTRY, PHYSICAL OR MENTAL DISABILITY, GENETIC INFORMATION, OR ANY OTHER CONSIDERATION PROTECTED BY APPLICABLE LAW. DLH ALSO PROHIBITS HARASSMENT OF APPLICANTS OR EMPLOYEES BASED ON ANY OF THESE PROTECTED CATEGORIES.
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