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Avista Utilities Human & Organizational Performance (HOP) Program Manager in Spokane, Washington

Description

Salary: $83,718.50 - $109,672.25 DOQ

Avista is an energy leader in the Pacific Northwest. For almost 130 years, we have been dedicated to delivering reliable energy service and the choices that matter most to our customers. Our purpose is to improve life’s quality with energy.

At Avista, we care about our customers - both externally as well as those who work for us, which could include you! Avista has a rewarding and challenging opportunity for a Human & Organizational Performance professional.

The team looks forward to welcoming a person that is passionate about Safety and Human & Organizational Performance. An ideal candidate has experience in Human & Organizational Performance, training delivery, coaching, and is naturally motivated to seek out and fix problems in a methodical way.

Job Description

As the Human & Organizational Performance (HOP) Program Manager, you will be the central point of contact for human performance in the organization. You’ll utilize your in-depth knowledge and broad expertise to circulate and assimilate the Human & Organizational Performance (HOP) philosophy into how we approach safety and work practices at Avista. You will provide technical and strategic leadership while implementing HOP concepts and principles in an effort to reduce the consequences of human error. You’ll collaborate with cross-functional groups to develop a long term implementation strategy and ensure consistency. You’ll ensure all employees are familiar with and trained on HOP philosophy, concepts, tools and application. You’ll lead our incident assessment process and communicate outcomes and corrective actions throughout the company.

Roles & Responsibilities

  • Support strategic plans for increasing organizational capability for HOP as we continue build a learning culture.

  • Coach and mentor organizational leaders at all levels of the organization.

  • Support the design, development, and delivery of the next generation of HOP training programs. Be the main point of contact for developing and managing learning teams, mentors and facilitators.

  • Work with SMEs to integrate HOP into incident management, auditing and inspections, risk management, contractor safety management, emergency management and crisis response, education & training.

  • Support the deployment and integration of HOP across all operations teams.

  • Collaborate and build partnerships with employees and leaders to ensure integration and adoption of the HOP philosophy to support Organizational Learning.

Requirements

  • Bachelor’s degree required; Master’s degree preferred.

  • 5-7 years of relevant experience

  • Must have strong knowledge of the HOP principles, concepts, and practices.

  • Must be familiar with Department of Energy Human Performance Improvement manuals I & II.

  • Moderate computer skills required.

  • Exemplary people skills are required

This position may close at any time.

To Apply

Complete an online application and attach your resume and cover letter to your profile. 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".

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.

Pre-employment screening requirementsEmployment is contingent upon the successful completion of a drug test, background check and motor vehicle records review.

This position is considered safety-sensitive under the Department of Transportation regulations 49 CFR Part 40 and may be subject to pre-employment drug and/or alcohol testing as well as other testing and training requirements as mandated by federal law.

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)

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