What You'll Do:- Lead energy audits, benchmarking studies, and feasibility assessments to identify energy-saving opportunities and support Energy Performance Contract development.
- Partner with clients and internal engineering teams to develop, evaluate, and implement energy conservation measures for K-12 and commercial building projects.
- Navigate incentive programs, regulatory requirements, and technical reviews to maximize project value and successful outcomes.
What You Bring:- Bachelor's degree in Mechanical or Energy Engineering with 5+ years of experience in energy engineering, energy audits, and building performance analysis.
- Certified Energy Manager (CEM) or Certified Energy Auditor (CEA) credential, with strong knowledge of HVAC systems, energy codes, ASHRAE standards, and utility/incentive programs.
- Proven ability to analyze complex energy systems, identify practical efficiency solutions, and communicate recommendations to clients and project teams.
What We Offer:Benefits for Regular Full-Time & Part-Time Employees Working 30+ Hours/Week
- Healthcare for you and your family: Medical, Dental & Vision insurance
- Single HDHP Medical plan with 100% paid premium
- Health Savings Account (HSA) with employer match
- Medical and Dependent Care Flexible Spending Accounts
- FREE Life Insurance and AD&D Insurance
- Voluntary Life Insurance for you and your family
- FREE Short-Term and Long-Term Disability Insurance
- PTO + Sick Time + 8 Holidays per year
- Retirement Savings Plan with contribution from CPL to grow your retirement funds
- Internal Mobility & Career Advancement
- Licensure Assistance
Additional benefits available to FT Employees Working 40+ Hours/Week
- Tuition Assistance: You may be eligible for continuing education assistance
- Student Loan Assistance Program: CPL will contribute up to $100/month for 5 years ($6,000 total) toward student loan debt
The rate for this position generally ranges between $102,000 to 122,000 annually. This range is a good faith estimate provided pursuant to the New York Pay Transparency Law. It is based on what a successful New York applicant might be paid and assumes that the successful candidate will be in New York or perform the position from New York. Similar positions located outside of New York will not necessarily receive the same compensation. Actual pay rates may vary from the range, as permitted by New York Equal Pay Transparency Law. Compensation offers will be based on various factors, including operational needs, individual education, qualifications and experience, work location and comparison to employees already in the role, as well as other considerations permitted by law. A potential new employee's pay history will not be used in compensation decisions.
