Energy Project Manager

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 AreasHVAC 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

Experience: 3–6 years ideal sweet spot; up to 10 years considered if skill set is strong Education: Degreed professional preferred; 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) preferred 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.