Manager, Transmission Planning at Southwest Power Pool in Little Rock, Arkansas

Job Description:

Southwest Power Pool (SPP) is about more than power. We’re about the power of relationships. Our employees have the opportunity to work together to ensure electricity is delivered reliably and affordably to the millions of people living in our service territory. We have been voted one of Arkansas’ Best Places to work by Arkansas Business and we are looking for a member of our team who is passionate about our mission to keep the lights on!

We have a core ideology here at SPP that we stand by: Do the right thing, for the right reason, in the right way.

We believe in supporting our employees through a fantastic benefits package:

• Competitive pay with bonus opportunities


• Excellent insurance package including three great medical plans to choose from, employer-paid short term disability, long term disability, and life insurance


• Relocation assistance


• Flexible working environment for positions that are eligible where employees have the flexibility to work from home and come in where collaborative in person work is needed.


• Fantastic contributions to your retirement through a 401(k) savings plan with employer-match benefits and a defined benefit plan fully funded by SPP

As the Manager of Transmission Planning you will:

Lead a staff of engineers and technical professionals who complete SPP Integrated Transmission Plan (ITP) studies.  A wide range of skills will be required; including review of engineering analysis, understanding of and compliance with the Federal Energy Regulatory Commission jurisdictional SPP Open Access Transmission Tariff (OATT) as well as other regulatory requirements, report writing and documentation, and internal and external customer communications.  The Manager will support the SPP stakeholder process as necessary.  The Manager will also act as an SPP spokesperson, expert witness, etc. regarding the Transmission Planning process when called upon to do so.  The Manager of Transmission Planning discusses development plans with their direct reports and manages individual performance through real-time coaching and periodic performance reviews.

Key Responsibilities:

• Obtain, develop, and maintain staff of engineers and technical professionals with the skill sets necessary to execute the ITP studies in compliance with the SPP OATT, NERC, and other applicable regulatory requirements.


• Oversee the scoping, scheduling and execution of the ITP studies including powerflow and economic analysis for the impacts to system reliability and economic opportunity for forecasted future system conditions.


• Manage project schedules and staff performance to produce high quality deliverables on time in a dynamic environment.


• Review and approve ITP studies executed by engineering staff.


• Assist or lead special projects as necessary.


• Represent SPP as a staff expert in stakeholder and other forums as necessary.


• Communicate effectively with SPP stakeholders/members, non-members, consultants, and other various participants concerning applicable and appropriate activities and events occurring in the transmission planning function.


• Create and implement development plans for each employee to build and enhance skill sets to maximize production.


• Develop annual departmental budget proposals and maintain budgetary control for projects and staff expenditures


• Conducts regular touch-base meetings with direct reports to discuss development goals, business goals and performance matters


• Provides real-time coaching on performance


• Conducts annual performance reviews

To be successful in the role we're looking for:

• Bachelor of Science in Engineering from an ABET accredited university


• Eight (8) years of significant experience in the power system industry


• In depth knowledge of power system engineering, including power flow analysis


• Conversant with power system engineering tools such as PSS/E, MUST, PowerWorld


• Experience with and dep understanding of Economic theory and optimization algorithms


• Working knowledge of FERC tariff and other regulatory standards


• Strong inter-personal and team building skills


• Excellent written and verbal communication skills


• Motivation to take appropriate expedited action when required


• Ability to work with a broad spectrum of individuals with diverse interests when resolving problems

Preferred:

• Bachelor of Science in Electrical Engineering


• Professional Engineer License (PE)


• Advanced degree in related field of study


• Experience in Open Access Transmission Tariff, and working knowledge of FERC regulatory orders of regional significance to SPP

Work Environment:

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines

Position Type and Expected Hours of Work: 

This is a full-time position. Days and hours of work week are Monday through Friday; 8:00 a.m. to 5:00 p.m. Working extended hours may be required. 

Travel Requirement: 

This position requires some travel (15%) 

SPP is an Affirmative Action and Equal Opportunity Employer of individuals with disabilities and protected veterans and is committed to excellence. If you need a reasonable accommodation for any part of the employment process, please contact us at HR@spp.org and let us know the nature of your request. We will only respond to messages left that involve a request for a reasonable accommodation in the application process. We will accommodate the needs of any qualified candidate who requests a reasonable accommodation under the Americans with Disabilities Act (ADA).

 At SPP we value Diversity, Equity and Inclusion. Visit our website to learn more: LINK

 Full job descriptions will be made available to those selected for an interview.

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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