Energy Project Manager in United

Job Description

Role & Responsibilities

• Work is highly multidisciplinary — no two days are alike; involves tracking multiple projects across various stages simultaneously
• Interface with external entities to understand, apply, and influence building energy codes and state/federal appliance standards
• Support internal NYSERDA teams and outside groups seeking policy guidance on energy savings
• Requires strong attention to detail, communication skills, and creative thinking to move beyond established approaches

Key Focus Areas

• HVAC and heat pumps identified as the most critical product category
• Federal DOE-regulated appliances (dishwashers, refrigerators, washing machines, etc.) and Energy Star designations
• New York State-level standards on devices not regulated federally — a standout area for NY

Stakeholders

• Manufacturers and trade groups, environmental/efficiency advocacy organizations, partner states, federal agencies (DOE), local authorities, contractors, designers, architects

Candidate Profile

• Experience: 3–6 years ideal sweet spot; up to 10 years considered if skill set is strong
• Education: Degreed professional ; technical/science/engineering degree or hands-on construction/energy background valued — no single required field
• Top 3 skills: Organizational, communicational, and technical
• Location: East Coast schedule required; New York State (Capital Region or NYC area) but not disqualifying; candidates with codes/standards experience from other states are acceptable
• Candidates with HVAC, energy efficiency, building codes, or decarbonization experience considered even without direct appliance standards background

Contract & Logistics

• Duration: 3 years, 40 hours/week
• Remote role with up to 10% travel, primarily within New York State (Albany, NYC, Syracuse, Buffalo); overnight trips possible; travel reimbursed per NYSERDA policy

Worth Exploring

• The emphasis on heat pumps and HVAC technical fluency as the single most valued domain expertise suggests candidates with that background should be prominently highlighted to hiring managers.
• The team's preference for skill set over years of experience opens the candidate pool broadly — worth surfacing strong candidates outside the 3–6-year range if technical credentials are compelling.