Closes: September 10, 2023
Starting Range: $90,542 to $118,610
Full Range: $90,542 to $132,645
Job Description
Are you a strong communicator, both written and verbal with a passion for community? If you are a highly collaborative person, who works well with various internal and external stakeholders and believes that the transition to clean energy should benefit all customers, then the Customer Engagement Role may be suited for you. The role supports and oversees various components of Avista’s Clean Energy Implementation Plan including public participation strategy development and implementation, community engagement, outreach and communication, and other responsibilities related to Washington’s Clean Energy Transformation Act. This role will also support critical outreach efforts in other states that don’t have the CETA mandate.
The Project Manager will be an expert on the overall scope of community engagement propositions and initiatives throughout Avista’s service territories. The successful candidate will strive to understand our customers and how different initiatives internally and externally can work together for mutual good.
The Customer Engagement Manager is responsible for coordinating strategies, reporting, and implementing community engagement responsibilities related to the Clean Energy Transformation Act (CETA) and other key stakeholder and community outreach efforts. Oversees multiple projects including stakeholder development and implementation of the Clean Energy Implementation Plan (CEIP); leads and implements public participation; community engagement, outreach, and communication; advisory group coordination; solution development, drafting and development of reports; documentation and Customer Benefit Indicator (CBI) tracking. The Customer Engagement Manager will oversee and be responsible for the development of the community benefits plan within grant applications.
Requirements
Bachelor’s Degree in a related field and six or more years of related experience. Community engagement experience is preferred. Ability to lead program and community meetings is required. Strong writing skills are critical for this position. The ability to interpret and explain complex business processes and concepts. Demonstrate proficiency in MS Office Suite, Outlook, and MS Project. Ability to communicate effectively through a variety of mediums and to varied audiences. Excellent planning, problem-solving, and solid relationship-building are required. Demonstrated ability to handle multiple assignments, prioritize, and manage the team and personal dynamics to drive projects forward. This position requires the flexibility to be available for public meetings outside of regular business hours and have a Valid Driver’s license. CAPM or PMP certification preferred. Other combinations of education and experience may be considered.
To ApplyWe encourage you to apply as many of our positions have step progressions to account for an incoming employee’s various levels of knowledge, skills, and experience.
Complete an online application and attach your resume and cover letter to your profile. All documents must be attached to your application at the time of submitting your application for review. No documents can be attached after you click “Submit”.
BenefitsAt Avista, we believe our employees are essential. Through them we deliver value to our customers and the communities we serve. The physical, mental, and financial health and well-being of our employees and their families are important to us. We are committed to offering a comprehensive total rewards program comprised of an externally competitive, internally equitable compensation structure and a benefits package that allows us to retain and attract a diverse, engaged, and skilled workforce. Our benefits package includes medical, dental, vision, life, and disability coverage, retirement benefits, incentive plans, wellness resources, time-off programs and much more. In addition to our total rewards program, the Pacific Northwest offers abundant outdoor recreation, four distinct seasons, and all the amenities and activities an individual or family might be interested in. To learn more, please visit our benefits website at https://avistabenefits.com/.
Pre-employment screening requirements
Employment is contingent upon the successful completion of a drug test, background check, and motor vehicle records review.
Avista’s Commitment to Equal Opportunity and Affirmative Action Avista is a safe, inclusive workplace for people of all backgrounds, and we are committed to Equal Opportunity Employment, Affirmative Action efforts, and Equity, Inclusion, and Diversity. We strongly encourage applications from women, people of color, people with disabilities, protected veterans, and all others. All qualified applicants will be considered regardless of race, color, religion, national origin, sex, gender identity, sexual orientation, marital status, age, sensory, mental or physical disability (unless based upon a bona fide occupational qualification), Veteran status or any other classification protected by nondiscrimination laws.
Equity and diversity in our workplace is important to us. Please view the Equal Employment Opportunity Posters provided by OFCCP here. Prior to the next step in the recruiting process, we welcome you to inform us confidentially if you require any special accommodations to participate fully in our recruitment process. Avista will make reasonable accommodations to assist a qualified person with a disability in the job application, and interview process, and to perform the essential functions of the job whenever possible, where undue hardship would not be created for Avista. Please contact us at humanresources@avistacorp.com if you would like assistance.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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 60-1.35(c)