Job Details

Description

Calpine Corporation is America's largest generator of electricity from natural gas and geothermal resources with operations in competitive power markets. Its fleet of 76 power plants in operation and one under construction represents nearly 26,000 megawatts of generation capacity. Through wholesale power operations and its retail businesses, Calpine serves customers in 22 states, Canada and Mexico. Its clean, efficient, modern and flexible fleet uses advanced technologies to generate power in a low-carbon and environmentally responsible manner.

The company was established on the premise that a strong commitment to the environment is inextricably linked to excellence in power generation and corporate responsibility. Since its founding in 1984, Calpine has led the power industry in its unwavering commitment to environmental stewardship. In addition, its renewable geothermal plants use steam generated deep below the earth's surface to produce clean, renewable electricity.

**Position can be located in Walnut Creek, CA or Houston, TX.**

Job Summary (includes but is not limited to the following, other duties may be assigned)

Supports Calpine’s advocacy across multiple state and federal legislative and regulatory venues. Important elements of the role include: analyzing emerging or existing regulatory and legislative issues impacting Calpine and/or the energy industry; gathering intelligence and data; assisting with the preparation of position papers, briefings, presentations, and testimony; developing Calpine’s advocacy strategy with the rest of the Government and Regulatory Affairs team; coordinating advocacy with peers and trade groups; and identifying new opportunities for engagement at the federal, state and local levels.

Job Scope & Technical Excellence

Working knowledge of the energy industry, energy policy, and wholesale electricity markets
Performs in fully functioning capacity, equivalent to a journey level contributor.

Decision Making & Innovation

Makes decisions regarding own work, often in ambiguous situations; makes recommendations regarding own function/discipline.
Solves operational problems and associated technical issues; modifies existing tools, techniques or processes.

Work Complexity & Independent Judgment

Works on problems of moderate complexity.
Uses independent judgment within defined policies and practices. Interprets guidelines, select methods, techniques and analytical approach.

Self-Management & Leadership

Little instruction on day-to-day work, general instructions on new assignments.
May be designated project or technical lead for an ongoing process or short-term project within own department.

Communication & Influence

Information sharing – gives and receives information such as options, technical direction, instruction and reporting results.

Education & Experience

Bachelor’s Degree or equivalent.
Working knowledge of the energy industry, energy policy, and wholesale electricity markets
Experience in policy research, development and analysis.
Journey – level; typically requires 3+ years’ experience.

Salary Information

Salary Range - $96,480 - $120,600

Additional Calpine Information

Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities.
Calpine is committed to Equal Employment Opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. If you are interested in applying for employment and need special assistance or an accommodation to use our website or to apply for a position, please send an e-mail with your request to hrrecruitment@calpine.com. Determination on requests for reasonable accommodation are made on case-by-case basis.

Please view Equal Employment Opportunity Posters provided by OFCCP here

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)

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