Learning and Development Partner

Position: Learning & Development Partner Reports to: People Strategies Lead Compensation*: Competitive starting salary: $88,800 - $112,800 commensurate with skills and experience, Full Pay Range: $88,800 – $136,700 Employment Classification: Exempt, Full-Time Anticipated Start Date: Q1 2026 Application Deadline: 2/6/206 Office Location: Portland Metro Area, Oregon, USA BACKGROUND About Energy Trust of Oregon Energy Trust of Oregon is an independent nonprofit organization dedicated to energy efficiency and renewable energy development. We serve Oregon customers of Portland General Electric, Pacific Power, NW Natural, Cascade Natural Gas and Avista, and SW Washington customers of NW Natural. Year over year Energy Trust is recognized as one of the 100 Best Nonprofits to Work For in Oregon.

Our Vision

Clean, affordable energy for everyone. Our Commitment to Diversity We recognize the lack of diversity in our industry, and we actively seek to address it with our hiring and retention practices as well as our values. We believe every person and their lived experience is integral to building a vibrant culture and delivering effective services to all customers we serve. We are committed to the principles of diversity, equity and inclusion, and we encourage candidates with diverse backgrounds and experience to apply. Our Location Energy Trust provides for a range of work location options, including remote, hybrid and in-office work. This position will represent Energy Trust in public settings and potentially at community events. We are open to candidates who live throughout Oregon and Washington. The Learning & Development Partner would be expected to report to the office on a quarterly basis, at minimum. What We’re Looking For: The Learning & Development Partner is responsible for designing and implementing training programs that will enable employees at all levels to thrive within a rapidly growing organization. Energy Trust recognizes the importance of providing training and other development programs that enable staff to reach their fullest potential to best meet the organization’s ambitious goals. Revising our career development lattice program, developing and delivering employee learning paths in alignment with these competencies, managing and building out our Learning Management System, overseeing various talent management programs, and providing facilitation support across the organization are a few of the most critical responsibilities for this role. The Learning & Development Partner enables Energy Trust to build the culture and work environment that attracts and retains our most important and valuable resource, our staff. This position interacts with all employees across the organization in a way that aligns with our values, fosters a sense of belonging in our staff and builds a positive employee-employer relationship throughout every point of the employee lifecycle. We’re committed to being a workplace where everyone is welcomed, supported, respected, and valued. This position is within the People Services team which includes human resources, DEIB, and facilities personnel. In partnership with these other team members, this position will implement and manage processes required to ensure a positive employee experience and promote diversity and inclusion in the workplace. This position reports to the People Strategies Lead. This position is expected to report to the Portland office for all-staff and team meetings, as well as when required by the work; approximately three-four times a month. What You’ll Do: Design, deliver, and coordinate employee learning framework and programs in alignment with organizational goals and competencies

• In partnership with the rest of the People Strategies team, develop and implement approaches to meet learning and development needs of the organization as identified in our 2026-2030 Multiyear Plan and aspirational values, rooted in relevant metrics, innovative practices, and diversity, equity, and inclusion principles
• Revise and manage the career development lattice (CDL) and program, including re-envisioning the lattice to include clear competencies, aligning the program to performance management and compensation systems as appropriate, offering training to staff on how to use the program, and coaching managers and employees on career development strategies
• Assess and determine where to develop and deliver trainings internally and where to contract with external providers; vet, select, and manage relationships with those providers
• Conduct program evaluations to understand the effectiveness of training solutions

Expand the use of Energy Trust’s learning systems

• Design, develop, communicate, and assess learning pathways, programs, and resources for employees based on our CDL in our Learning Management System (LMS) that foster opportunities for growth in line with our organizational, strategic, and cultural goals
• Manage Energy Trust’s relationshi