Columbia, South Carolina
Posted: 27-May-25
Location: Spokane, Washington
Type: Full Time
Salary: $138,427 - $173,034
Categories:
Required Education:
Purpose of Position
The power manager will lead the development, evaluation and implementation of strategies related to renewable energy, load forecasting, power resource planning, contract development related to power purchases and consultation with the cooperative’s energy advisors/partners. This position implements the vision, strategy, business plan, roadmap, and tactics to ensure that Inland Power is meeting its Bonneville Power Administration (BPA), I-937, Clean Energy Transformation Act (CETA), and Climate Commitment Act (CCA) regulatory requirements. Manages relationships with upstream and downstream power supply contracts and tracks the power supply portfolio’s performance.
Core Competencies
1. Quality Work: Produce thorough, high-quality work with minimal errors. Seek feedback, make corrections as needed. Identify problems and solve them. Strive to improve processes. Work collaboratively with co-workers to implement systematic changes.
2. Productivity: Complete assigned work in a timely fashion. Utilize slow periods productively. Produce amount and volume at expected speed.
3. Technical Skills/Job Knowledge: Demonstrate appropriate level of understanding of technical skills in area of expertise, technology, products, and/or processes involved. Duly perform assigned duties. Keep current on changes and be competent with all technology necessary to perform job.
4. Communication: Clearly convey oral and written communication. Keep others informed of activities and problems in timely manner. Listen well; respond appropriately and respectfully.
5. Teamwork/Ability to Work with Others: Demonstrate ability to work in a positive manner with co-workers and/or members with differing backgrounds, opinions, capabilities, etc. Willingly share skills, competencies, and knowledge with others. Establish and maintain strong, effective working relationships. Contribute effectively to group efforts. Promote harmony; agree to disagree without damaging relationships.
6. Accountability: Maintain excellent attendance and provide additional assistance after normal working hours when needed. Be reliable, prepared and accept responsibility for work and actions.
7. Integrity: Demonstrate honesty, high ethical standards, and respect for all co-workers and membership.
8. Professionalism: Address internal and external members with courtesy and respect. Dress in work attire appropriate to the position. Communicate business information in a timely fashion, using means of communication appropriate to the situation.
9. Support of Cooperative Goals: Support Cooperative goals and adhere to all policies and procedures. Contribute effectively in support of the Cooperative.
10. Problem-Solving: Use sound logic and methodology to solve problems. Explore multiple sources for answers, as required. Be able to identify hidden problems and propose solutions.
Manager Core Competencies
1. Drive Results: Make appropriate decisions and act. Take risk and encourage others to take risk. Support others’ decisions. Exercise sound judgment. Motivate team members to high levels of performance.
2. Set Example: Be looked to by others as role model. Mirror Inland values, goals, policies and work requirements by example. Be visible, with a positive presence. Model collaboration.
3. Provide Vision and Direction: Inspire a shared vision. Set direction that translates the Cooperative vision into actionable plans. Create enthusiasm about the Cooperative’s future.
4. Effectively Manage Resources: Use resources effectively and efficiently to accomplish Cooperative goals. Establish reasonable budgets and manage expenses within constraints. Act as change agent to pursue innovative ways to do things better.
5. Develop Self and Others: Demonstrate personal growth and learning. Encourage continuous growth and learning in others. Acknowledge and learn from mistakes. Set clear performance expectations in advance. Share timely and direct performance feedback.
6. Value People: Show respect for others and their ideas. Encourage others’ involvement in making things better. Allow flexibility in how work is accomplished. Consider others’ needs when making decisions.
Job Responsibilities
1. Will support the VP of Power Supply and Energy Services in leading long-term power supply strategy for the cooperative, including review of all power supply contracts, load forecasting, power resource planning and consultation with Inland Power’s energy advisors. Ensure procurement of renewables in compliance with regulatory mandates.
2. Assist the cooperative to meet forecasted electrical capacity and energy requirements to meet current and future loads by evaluating, analyzing and recommending new energy resources or conservation required to meet objectives.
3. Liaison with the Bonneville Power Administration and the Pacific Northwest Generating Cooperative (PNGC), participating in BPA rate-setting activities and other related business affecting the cooperative.
4. Implement and oversee the cooperative’s renewable energy initiatives and compliance with any funding opportunities such as state and federal grants. Stays current on best practice industry standards and potential program enhancements.
5. Ensure the cooperative is compliant with state and federal regulatory requirements associated with power supply; including greenhouse gas reporting, Energy Independence Act, Clean Energy Transformation Act (CETA), and Climate Commitment Act (CCA).
6. Supervises power supply planning, organizing, directing and monitoring work activities.
7. Supports the evaluation of the financial viability for potential new commercial and industrial projects and facilitates energy purchases to serve New Large Single Loads (NLSL).
8. Professionally present energy solutions and information at public functions such as trade shows, community meetings and events.
9. Identify and promote power supply savings opportunities as they present themselves.
10. Actively build and upkeep relationships with market counterparties both suppliers and purchasers.
11. Oversee power supply to large loads and key accounts.
12. Other tasks and duties, as assigned.
Minimum Qualifications & Job Requirements
1. Minimum Qualifications:
a. Bachelor’s degree in engineering, energy conservation, business, finance or a related field required. Equivalent professional experience will also be considered.
b. Prefer ten years related work experience in the technical aspects of power supply and energy conservation.
c. Prefer five years or more in program development and implementation of new technology, services or business.
d. Strong member service skills.
e. Strong oral and written communication skills, as well as excellent presentation skills.
f. Strong Microsoft Office skills. Must be able to build Power Point presentations.
2. Knowledge and Skills:
a. Clear understanding of electric technologies, specifically related to energy use, energy efficiency and efficient building construction practices, including:
i. Cost comparison of operating natural gas, propane, electric appliances and their efficiency ratings, including HVAC, water heaters, appliances, etc.
ii. Rebate and credit programs available for conservation and efficiency investments through BPA, government and other utilities.
iii. Residential, commercial, industrial and irrigation efficiency requirements.
b. Relationship building skills with developers, contractors, members, BPA, government, etc.
c. Knowledge of cooperative policies and procedures.
d. Excellent people skills, including communication, diplomacy, interpersonal relations, and conflict management.
e. Ability to deal with the public in difficult situations.
f. Good problem-solving skills.
g. Organization skills including attention to detail and accuracy.
h. Professional appearance and attitude.
i. Excellent mathematical skills.
j. Ability to understand, interpret, and apply departmental processes and procedures.
3. Mental Demands/Working Conditions:
a. Sit at a desk or in a car for extended periods of time.
b. Occasionally required to push, pull, lift and carry up to 25 pounds.
c. Ability to meet time deadlines and effectively multi-task.
Additional Information:
APPLICATION PROCESS
If your credentials and interest match this job, please send your completed application, cover letter and resume to: hr@inlandpower.com or mail them to, Inland Power & Light Company, 10110 W. Hallett Rd., Spokane WA 99224-7435, Attn: Human Resources.
EQUAL OPPORTUNITY/ADA
Inland Power & Light is an Equal Employment Opportunity employer (EOE Minorities/Females/Protected Veterans/Disabled). We value diversity at all levels of the organization. All qualified applicants will receive consideration for employment without regard to any protected classifications as defined by law.
EEO Law Posters can be found on the main Careers (www.inlandpower.com/careers) page in English and Spanish.
REASONABLE ACCOMMODATION
Inland Power will provide reasonable accommodation to assist a qualified person with a disability in the job application, interview process and to perform the essential functions of the job whenever possible. Please contact the HR department at Inland Power if you would like assistance.
DISCLAIMER
The statements contained herein reflect general details as necessary to describe the principal functions for this job, the level of knowledge and skill typically required, and the scope of responsibility. This should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise to balance the workload.
Inland Power & Light will not be offering any work visa sponsorship for this role.
PAY TRANSPARENCY NONDISCRIMINATION PROVISION
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-I.35(c)
BENEFITS
Medical, vision, dental, 401(k), HSA, retirement plan, PTO, EAP, paid holidays, and disability insurance programs.