Are you looking for an opportunity to make a difference? At Mesa Labs we’re passionate about protecting the vulnerable by enabling scientific breakthroughs, ensuring product integrity, increasing patient and worker safety, and improving quality of life around the world.
The ESG Analyst Intern has responsibility for analyzing 3rd party rating agencies and upcoming SEC regulations to evaluate the impact of the ESG initiatives. The analyst will identify opportunities to align internal initiatives and propose novel initiatives to maximize the company’s ESG investment.
Key Job Responsibilities:
- Conduct ESG Analysis: Perform in-depth analysis of Mesa Labs ESG program, including assessing ESG data, identifying areas for improvement, and create novel initiatives to maximize impact of ESG investment.
- Evaluate 3rd Party Rating Agencies: Analyze and evaluate criteria used by 3rd party rating agencies to assess Mesa Labs ESG performance.
- Monitor Regulatory Landscape: Stay informed about upcoming SEC regulations and other relevant ESG-related regulatory developments.
- Collaborate and Communicate: Work closely with the ESG Taskforce, cross-functional teams, and the marketing team.
Qualifications/Education:
- Graduating May ’23 – May ’24
- ESG Knowledge: Some understanding of ESG and 3rd party rating agencies
- Analytical Skills: Some ability to analyze data and evaluate the impact.
- Communication Skills: Effective written and verbal communication.
- Research Abilities: Necessary research skills to gather relevant ESG information.
- Teamwork: Collaborative mindset to work with cross-functional teams.
Compensation/Benefits:
Salary for this position is $20/hr.
Mesa Labs is an Equal Employment Opportunity Employer.
Mesa Labs prohibits unlawful discrimination and harassment against applicants or employees based on age, race, sex, color, religion, creed, national origin or ancestry, disability, military status, sexual orientation, or any other status protected by applicable state or local law.
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)