What are the responsibilities and job description for the Load Management Specialist position at Otter Tail Power Company?
We have an opening for a Load Management Specialist at our headquarters in Fergus Falls, MN. As a company, we continue to be innovative as we modernize our energy grid, enhance customers’ experiences, and work toward a cleaner energy future. Join us!
For this role, we require a bachelor’s degree in computer science or related field or equivalent work experience. Knowledge of computer principles and techniques necessary to develop, document and support software applications and systems. Strong knowledge of C# programming language, ASP.NET framework and Visual Studio development environment is required. Experience with databases, Microsoft tools, scripting languages, client-server applications. Knowledge of power system basics is beneficial. Qualified applicant should have strong interpersonal, communication and organizational skills and a positive attitude. Must work well in a team environment and have above average problem-solving skills and ability to resolve issues with limited supervision.
Successful candidate will manage the company Load Management System, ensuring it operates in a highly reliable, available, and accurate manner and address company rate, regulatory and operational requirements. Responsible for the maintenance and support of the controlled load calculations and the load management system model.
We offer a competitive wage and benefit package. In addition to the online application, please upload a current resume. Applications accepted through February 6, 2022.
Education
Required- Bachelors or better in Computer Science or related field
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)
