Avista Utilities Gas Compliance Specialist in Spokane, Washington
Closes: January 24, 2022Salary: DOQ
Supports various business units by administering aspects of gas compliance work including scheduling, dispatching, tracking, monitoring, troubleshooting, and reviewing and preparing regulatory documentation. Establishes process and procedures and gathers support documentation to ensure compliance with United States Department of Transportation (DOT) Pipeline, Hazardous Materials Safety Administration (PHMSA) and other state regulations. Oversees compliance of the business units to track and report on compliance status and ensures regulatory filings are met. Recommends and assists with the development of business processes, procedures, and programs that incorporate required compliance activities. Identifies potential compliance gaps and communicates with business units and makes recommendations to management. Collaborates with business units and working groups of compliance programs on initiatives, maintenance, and reviews. Acts as liaison to regulatory agencies during audits.
Prefer a Bachelor’s degree in a related field. Requires two years’ experience in compliance, preferably in the utility or other similarly regulated industry. Experience with PHMSA regulation and utility operations is preferred. Other relevant experience will be considered. Strong interpersonal skills and the ability to effectively communicate with all organizational levels is essential. Must have strong written and verbal communication skills. Strong time management and organizational skills are required. Ability to present information to large or small groups. Requires proficiency in computer skills and software that includes Excel, Word, PowerPoint, and Outlook. Knowledge of Maximo and AFM/GIS or related asset management software is preferred.
Complete an online application and attach your resume and cover letter to your application. All documents must be attached to your application at the time of submitting your application for review. No documents can be attached after you click "Submit”.
Pre-employment screening requirementsEmployment is contingent upon the successful completion of a drug test, background check and motor vehicle records review.
Important COVID-19 Guidance for Candidates:
Avista Corporation is currently required under state law to provide workers who are vaccinated against COVID-19 for certain projects with state agencies. Additionally, Avista Corporation anticipates that in the near future, it may be required under law to ensure that all employees are vaccinated against COVID-19, unless they have an approved exemption and accommodation for a medical condition or a sincerely-held religious belief precluding vaccination. By completing this application, you certify that you understand and acknowledge this potential for a mandatory vaccination policy.
Avista’s Commitment to Equal Opportunity and Affirmative Action Avista is committed to the goal of Equal Opportunity Employment and Affirmative Action. All qualified applicants will be considered regardless of race, color, religion, national origin, sex, gender identity, sexual orientation, marital status, age, sensory, mental or physical disability (unless based upon a bona fide occupational qualification), Veteran status or any other classification protected by nondiscrimination law.
Please view Equal Employment Opportunity Posters provided by OFCCP here (http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm) . Avista will make reasonable accommodation to assist a qualified person with a disability in the job application, interview process, and to perform the essential functions of the job whenever possible, where undue hardship would not be created for Avista. Please let us know if you would like assistance.
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)