Job Duties & Responsibilities • Ensures compliance to all Power Generation Division (PGD) operational model processes • Leads by example and emulates the PGD shared values • Develops cost-effective operations and maintenance programs • Interfaces with land owners, utilities, regulatory agencies, and local government and community representatives • Monitors and controls plant budget • Ensures that contractual obligations are met • Performs other job-related duties as assigned Required Qualifications • High School Grad / GED • Bachelor's or Equivalent Experience • Experience: 5 years • Supervisor/Management Experience: 5 years • Valid Driver's License (NON CDL) Preferred Qualifications • None Employee Group: Exempt Employee Type: Full Time Job Category: Operations Organization: Next Era Operating Srvs (0038) Location: House, New Mexico Other Work Locations: New Mexico Relocation Provided: Yes, if applicable Next Era Energy is an Equal Opportunity Employer.
Qualified applicants are considered for employment without regard to race, color, age, national origin, religion, marital status, sex, sexual orientation, gender identity, gender expression, genetics, disability, protected veteran status or any other basis prohibited by law.
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However on joining us they had a lot of new sexual feelings.Some county criminal background checks may take longer due to court procedures or if additional records need to be ordered.Counties with longer turnaround times than the average: none reported currently. Fraud Personal Identification - Avoid Prosecution (M) Please send questions or inquires regarding this order (including transaction number) to: [email protected] Background Criminal Background is committed to using the best available methods of retrieving criminal records data in every region of the country.Job Overview Leaders in this job oversee the Operations and Maintenance activities for a wind energy project.
Individuals are responsible for the overall safe and reliable operation of the wind sites.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.