Principal or Technical Director of Regulatory Market Policy

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 opportunitiesExcellent insurance package including three great medical plans to choose from, employer-paid short term disability, long term disability, and life insuranceRelocation assistanceFlexible 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 SPPAre you ready to spearhead groundbreaking regulatory initiatives in the dynamic world of energy markets? We're seeking a visionary Tech Director - Market Policy to lead the charge at SPP, the forefront of innovative energy solutions.As our Principal or Technical Director of Regulatory Market Policy, you'll be the driving force behind our regulatory efforts, bringing subject matter expertise to the table on technical and market-related matters. Your primary mission will be to steer SPP's analysis, compliance, and implementation of federal and state policies, ensuring that we're not just meeting regulations, but pioneering new standards in the industry.What You'll Do:Lead and/or manage efforts to address regulatory policy issues, collaborating with internal and external stakeholders to drive impactful change.Oversee complex technical processes with finesse, ensuring successful filings at FERC and beyond.Provide unwavering support to stakeholders and SPP staff, interpreting tariffs, guiding regulatory filings, and more.Champion SPP's interests in Committees, Task Forces, and Working Groups, fostering collaboration across departments and markets.Exhibit unparalleled understanding of power systems and transmission issues, guiding decisions from a regulatory perspective.Join us in rewriting the playbook on energy regulation. If you're ready to make a meaningful impact and be part of a dynamic team driving change, apply now and let's power the future together!To be successful as the TechnicalDirector of Market Policy , we're looking for:Education Requirements:A Bachelor's Degree in a relevant field of studyExperience RequirementsPrincipal:Ten (10) years' experience in utility rate and regulatory operations and market operationsDirector:Ten (10) years' experience in utility rate and regulatory operations and market operationsTen (10) years' experience in management or equivalent experienceRequired:Knowledge of electric utility regulatory policies and practices, electric utility market operations, and markets including: market monitoring, generally accepted ratemaking, cost allocation and pricing principles, resource planning, policies and procedures of the Federal Energy Regulatory Commission and state regulatory commissionsKnowledge of computer business applications and database management systemsRegular attendanceFlexibility and the ability to function with constantly changing and multiple prioritiesExcellent organizational skillsUnderstanding of and compliance with SPP Policies and ProceduresPreferred:Electricity Market and FERC experienceWork Environment:This job operates in a professional office environment. This role routinely uses standard office equipment.Physical Demands:The physical and mental demands described here are representative of those that must be met by an employee to perform the essential functions of this job successfully.While performing the duties of this job, the employee is regularly required to make decisions, interpret data, and problem solve.The employee frequently is required to stand or sit for extended periods; use hands to operate a computer keyboard and standard office equipment.The employee must occasionally lift and move up to 10 pounds.Requires the ability to work and collaborate with managers and employees at all levels to exchange ideas, information, and opinions to facilitate the task.Specific vision abilities required by this job include close vision, distance vision, color vision, and ability to adjust focus.Position Type and Expected Hours of Work:This is a full-time position. Days and hours of workweek are Monday through Friday; 8:00 a.m. to 5:00 p.m.Working extended hours may be required.Travel Requirement:This position requires minimal travel (approximately 30%).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: LINKEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)